Experience to Lead

SEPTEMBER 28, 2023

Here are some reasons why leadership feedback is essential: Enhance Self-Awareness: Leaders gain insight into how others perceive their actions, behaviors and decisions. Promote Growth and Development: Leaders can focus on professional development and skill-building by understanding their areas of strength and where they can improve.

Examples 52

Examples Team Succession 360-Degree Feedback 52

Eric Jacobson

JULY 15, 2012

More business leaders today are turning to executive coaches to help them become: more personally fulfilled with their contributions more effective with direct reports, peers and other executives better able to coach their team members more flexible in challenging situations Susan C. My 360 degree feedback had several surprises.

Executive Coaching 92

Executive Coaching Execution 360-Degree Feedback Learning Curve 92

Eric Jacobson

MARCH 26, 2013

More business leaders today are turning to executive coaches to help them become: more personally fulfilled with their contributions more effective with direct reports, peers and other executives better able to coach their team members more flexible in challenging situations Susan C. My 360 degree feedback had several surprises.

Executive Coaching 88

Executive Coaching 360-Degree Feedback Execution Learning Curve 88

Next Level Blog

OCTOBER 29, 2010

It was easy to see from Nancy’s 360 report how well thought of she is by her colleagues and our conversation made it clear why she is. Using our online reporting system, we started reviewing her data by looking at the items that were rated highest by her colleagues. One of the calls was with a leader who I’ll call Nancy.

360-Degree Feedback 179

360-Degree Feedback Executive Coaching Blog Letter 179

Eric Jacobson

JANUARY 22, 2012

More business leaders today are turning to executive coaches to help them become: more personally fulfilled with their contributions more effective with direct reports, peers and other executives better able to coach their team members more flexible in challenging situations Susan C. My 360 degree feedback had several surprises.

Executive Coaching 79

Executive Coaching 360-Degree Feedback Execution Learning Curve 79

Lead Change Blog

JULY 7, 2015

To get ahead and land promotions, use the pushing boundaries strategy to learn new skills and push the boundaries of your job.” A major news anchor is suspended for “enhancing” his reporting experiences. Have you been given feedback that you need to improve your decision making? If so, you are not alone.

Leadership Development 150

Leadership Development Development Innovation 360-Degree Feedback 150

Marshall Goldsmith

MAY 5, 2014

If you have this much time to waste, learn some new skills. If you are so brilliant that you can consistently judge your boss, and your boss is so stupid that he merits endless hours of critique, why do you report to the idiot? Even if you don’t respect your boss, you can be working to improve your own performance.

360-Degree Feedback 122

360-Degree Feedback Learning-by-Doing Survey CEO 122

Mike Cardus

FEBRUARY 23, 2011

The specific intervention included: 360 degree Feedback. The feedback was summarized and given to Anthony and his manager. Coaching was designed to increase Anthony’s skill and confidence in sharing his thinking with the management team. During the 4 months, reports were sent to Anthony’s manager.

Case Study 114

Case Study 360-Degree Feedback Management Succession 114

Building Personal Strength

AUGUST 17, 2011

In 1988, when my youngest son, Teller, was 17, he worked shoulder-to-shoulder with me to create a computer program that scored and generated reports for the Success Style Profile, a first-generation brain-based personality test I had created. I was impressed with his skill, creativity, work ethic and commitment to quality.

360-Degree Feedback 81

360-Degree Feedback Ethics System Creativity 81

Your Voice of Encouragement

JUNE 3, 2011

The ability to see the bright side, even in the face of adversity, is a very useful skill. In his 360-degree feedback report, everyone agreed he was a great guy to be around, brimming with good cheer and optimism, but that he couldn’t be counted on to properly plan and deliver complex projects.

360-Degree Feedback 67

360-Degree Feedback Core Competence Analysis Open-book 67

The Practical Leader

OCTOBER 24, 2012

But it’s now very clear that our same old ways of learning and development will not help a leader grow his or her skills from average to exceptional. Our database of 360 degree feedback assessments completed by over 300,000 managers, direct reports, peers, and others on 35,000 leaders shines strong new light on this combination.

Power 49

Power 360-Degree Feedback Workshop Training 49

Harvard Business Review

SEPTEMBER 7, 2012

But there is one thing we've personally seen that profoundly and consistently changes lives — what's generally referred to as the 360-degree feedback process. Maybe that's why our blood comes to a slow boil when we see a popular columnist arguing that 360-degree feedback programs fail.

360-Degree Feedback 15

360-Degree Feedback Review Participative Survey 15

Harvard Business Review

JUNE 14, 2012

Take, for example, a team that reports that, as a group and as an organization, they are low in trust, not customer-focused and bureaucratic. Typically, insight into what to change can be created by concrete 360-degree feedback techniques, either via surveys, conversations or both.

360-Degree Feedback 16

360-Degree Feedback How To Agility Survey 16

Harvard Business Review

MAY 2, 2017

When talking with managers about giving feedback we often hear comments such as, “I did not sleep the night before,” “I just wanted to get it over quickly,” “My hands were sweating and I was nervous,” and “They don’t pay me enough to do this job.” We think this is a mistake.

360-Degree Feedback 14

360-Degree Feedback Management Report Survey 14

Harvard Business Review

NOVEMBER 15, 2011

In an effort to give equal time to the other side of the story, and to clarify some misconceptions, let me share with you the reasons why not getting 360-degree feedback may actually be fatal. For us, the purpose of taking the 360 is not to see which leadership skills you lack so you can complete the set.

360-Degree Feedback 15

360-Degree Feedback Objective Survey Skills 15

Harvard Business Review

FEBRUARY 25, 2014

In reviewing several thousand 360-degree feedback surveys we found that both women and their managers cite political savvy as an ongoing development need for women. Consider this entry from a 360-degree performance report we reviewed: “Her direct reports like her and she’s the best at serving clients.

Politics 8

Politics 360-Degree Feedback Skills Seminar 8

Harvard Business Review

AUGUST 7, 2015

After receiving some 360-degree feedback, we met to discuss the data. It took the form of six basic questions he would discuss during a bimonthly (every other month) one-on-one meeting with each of his nine direct reports. Now he was deploying the same skill with employees. Where are you going? What is going well?

360-Degree Feedback 8

360-Degree Feedback Charisma Construction Learning-by-Doing 8

Harvard Business Review

JANUARY 14, 2016

To answer this question, we examined 360-degree assessments of high-level managers and of their direct reports who were mid-level managers. Matching 265 pairs of high-level managers (HL) and their mid-level manager direct reports (ML), we found highly significant correlations on a variety of behaviors. Technical skills.

360-Degree Feedback 8

360-Degree Feedback Leadership Report Cooper 8

Harvard Business Review

FEBRUARY 5, 2016

But far too many managers lack basic self-awareness and social skills. We look for where someone went to school, high grades and test scores, technical skills, and certifications, not whether they build great teams or get along with others. Use a self-report test. They manage conflict with less fallout and build stronger teams.

Emotional Intelligence 8

Emotional Intelligence 360-Degree Feedback Self-aware How To 8

Harvard Business Review

OCTOBER 26, 2017

This organization had hired us to administer 360-degree feedback assessments for roughly 4,000 leaders, and agreed to let us use that data for this analysis. We focused on two items that have stood out to us in over 10 years of administering 360-degree assessments with over 1.5

360-Degree Feedback 8

360-Degree Feedback Diversity Dunning Analysis 8

Harvard Business Review

OCTOBER 2, 2012

Chris Abramson excelled in one of the most important — and most misunderstood — of leadership skills: making an emotional connection. The higher up you go in an organization, the less important your technical skills become and the more your interpersonal skills matter. Develop your sense of extraversion.

360-Degree Feedback 10

360-Degree Feedback Cooper Energy Quality 10

Harvard Business Review

FEBRUARY 4, 2013

Using 360-degree feedback data over a 12- to 18-month period, we were able to track what, exactly, the leaders who'd made the most significant progress were doing. We found that practically all of them (more than 80%) significantly improved their ability to executive nine particular leadership skills. This is wrong!

360-Degree Feedback 11

360-Degree Feedback Cooper Learning-by-Doing Skills 11

Harvard Business Review

DECEMBER 27, 2016

The Mayo Clinic is America’s best hospital, according to the 2016 US News and World Report (USNWR) ranking. The CEOs of both — John Noseworthy and Delos “Toby” Cosgrove — are highly skilled physicians. Yet, great leadership also takes social skills. The Best Hospitals.

Management 15

Management 360-Degree Feedback Mayo Training 15

Harvard Business Review

SEPTEMBER 29, 2015

As new managers fill vacancies created by retiring Boomers, how do their skills compare with the seasoned older managers they replace? The 360-degree feedback instrument we use collects data on 49 leadership behaviors. Peers and direct reports struggle to see the younger managers as role models. Welcoming change.

Management 8

Management 360-Degree Feedback Short-term Long-term 8

Harvard Business Review

FEBRUARY 4, 2014

Many companies provide you with so-called 360-degree feedback based on anonymous surveys from your boss, peers, and direct reports. In reality, for managers seeking promotion, such feedback is of only marginal benefit because its frame of reference is how you’re doing in your current job, at your current level.

Career 9

Career 360-Degree Feedback Mentor Long-term 9

Harvard Business Review

MAY 29, 2013

Most coaching interventions try to enhance some aspect of EQ, usually under the name of social, interpersonal, or soft skills training. The bottom line is that some people are just naturally more grumpy, shy, self-centered or insecure, while other people are blessed with natural positivity, composure, and people-skills.

Emotional Intelligence 12

Emotional Intelligence 360-Degree Feedback Stress Self-aware 12

Harvard Business Review

JUNE 21, 2012

As the up-and-coming vice president and CEO candidate for a Fortune 500 technology corporation sat before the CEO for his annual review, he was baffled to discover that the feedback from his peers, customers, direct reports, and particularly from board members placed unusual emphasis on one potentially devastating problem: his listening deficit.

360-Degree Feedback 18

360-Degree Feedback Welch Active Listening CEO 18

Harvard Business Review

DECEMBER 29, 2015

The process is transparent and yields what some at Cisco call “brutally honest” feedback. If assessments tell us, for instance, that Cisco executives are roundly failing to connect with direct reports, then we would suspect that we have a broader engagement problem to contend with.

360-Degree Feedback 8

360-Degree Feedback CEO Leadership Pipeline Execution 8

Harvard Business Review

FEBRUARY 15, 2012

I recently returned from a trip to Beijing where I was working with senior managers to develop leadership skills in one of the largest companies in the world. Granted that Western leadership skills were at one time considered superior, what if that advantage, perceived or real, no longer exists? Here are just a few: 1.

360-Degree Feedback 13

360-Degree Feedback Globalization Participative Skills 13

Harvard Business Review

MARCH 29, 2017

A good way to help leaders understand that their self-views and behaviors matter is via 360-degree feedback (360s) and employee engagement In particular, there is ample evidence for the connection between 360s and leadership performance, as well as a leader’s integrity.

Self-aware 8

Self-aware 360-Degree Feedback How To Collins 8

Harvard Business Review

JULY 10, 2013

Using 360-degree feedback, our firm typically measures the strength of 16 competencies that most consistently describe highly effective executives. To investigate this question, we selected a group of 16,428 leaders for whom we had 360° feedback information.

360-Degree Feedback 8

360-Degree Feedback Drucker Tactics Leadership Development 8

The Practical Leader

FEBRUARY 15, 2023

Death by PowerPoint, endless reporting with little discussion, and no real debates. When leaders sharpen their meeting leadership skills and practice good meeting hygiene, team collaboration, psychological safety to speak up, team results, engagement, and energy levels soar. People rarely listen to customers or each other.

Agility 131

Agility Emotional Intelligence Goleman Participative 131

Harvard Business Review

JANUARY 25, 2013

Those who solicit career feedback are likely to hear many, often conflicting messages and need to be astute in sorting out the most critical input to avoid careening off course. And pay attention to the results of a 360-degree feedback review based on surveys from your boss, peers, and subordinates.

360-Degree Feedback 8

360-Degree Feedback Delegation Career Execution 8

Persuasive Powerhouse

OCTOBER 22, 2010

My work as an executive coach involves looking at a lot of 360 degree feedback reports. One of the patterns I see in the 360 data on leadership behaviors is that peers are typically the lowest rating group for any given executive. Thanks for the post and for encouraging the dialogue.

Bottom-up 177

Bottom-up Short-term Executive Coaching Open-book 177

Harvard Business Review

AUGUST 16, 2018

As the concept of emotional intelligence has gone global, we’ve watched professionals founder as they try to improve their emotional intelligence (or EI) because they either don’t know where to focus their efforts or they haven’t understood how to improve these skills on a practical level. You and Your Team Series.

Emotional Intelligence 15

Emotional Intelligence Self-aware 360-Degree Feedback Due Diligence 15

Strategy Driven

JANUARY 24, 2011

We found that 49 percent of the leaders surveyed in the study reported a gap between their organization’s ability to formulate and communicate a vision and strategy and its ability to deliver results. At J&J it may go back to 2005 when employees reported a lack of alignment between manager behavior and company values and policies.

Execution 67

Execution Company 360-Degree Feedback Cooper 67

Harvard Business Review

MAY 5, 2015

” Supporting data, such as reports or 360-degree feedback: “Siobhan helped Theo learn how to use the new customer database, and she reports that he’s using it on a regular basis.” He also asks fewer questions now that he’s effectively using the customer database.” Excerpted from.

Performance Review 8

Performance Review Document Review 360-Degree Feedback 8