How can leaders use 360-degree feedback to boost employee engagement?

Lead on Purpose

Guest post by Steve Brown One of the popular approaches to improving performance and employee engagement is to set up 360-degree reviews. With this process, a person gets feedback from their peers, as well as their manager. Management people also … Continue reading → Leadership Team Building entrepreneur improvement leadership behavior measured response strengths team collaboration

Guest Post: Confidence in management

Lead on Purpose

”To see yourself as others see you” – that’s the general premise of the 360-degree feedback process. A management style unsuited to a business can do more harm than good in the long-run – yet 360-degree feedback can be a pivotal tool in inspiring positive change, letting you tailor your training to precise needs. As the feedback received by fellow peers is anonymous it promotes more of a positive performance review process.

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How to overcome a bad performance review

HR Digest

This could also be a chance for 360 degree feedback where you can say what your opinion is about the actual situation at work. If you got a bad performance review , do not panic. We know how stressful it is and luckily, there are ways to overcome this situation.

How to conduct 360 performance reviews

HR Digest

How to Conduct Employee 360-Degree Performance Reviews. With this option, your employee can get rounded and more precise feedback that speaks about different categories of working performance. . If not, you must create ways to make the feedback more simple. .

HR Benchmark Report: How to Recruit, Coach & Develop Teams

Do you really want a team of all-stars? Instead of trying to hire all Type A high performers, research shows it’s much more effective to hire a mix of personalities. In this report, Paycor will explain why and how to go about assembling, coaching, and developing effective teams at work.

Build Tomorrow’s Leaders Today

First Friday Book Synopsis

Here is an article written by Sandi Edwards for Talent Management magazine. To check out all the resources and sign up for a free subscription to the TM and Chief Learning Officer magazines published by MedfiaTec, please click here. * * * You don’t have to look further than your own workforce for future leaders. With [.].

Use a 360-Degree Approach to Get Feedback on Leading Change

Lead Change Blog

The best leaders address this challenge by obtaining feedback from the people they lead. Getting feedback is like asking someone to hold up a mirror for you to see how others experience your leadership. In my new book, Mission-Critical Leadership: How Smart Managers Lead Well in All Directions , I suggest using a 360-degree approach to obtain this feedback. 360-Degree Feedback Assessments. Don’t let that stop you from seeking feedback on your own.

Does It Have to Be Perfect or Can It Be Good Enough?

Next Level Blog

This isn’t the first time I’ve written about when things have to be perfect and when “good enough” is good enough. It probably won’t be the last.

How to Avoid Spinning into the 360 Degree Feedback Death Spiral

The Practical Leader

Do a Google search on variations of 360 degree feedback, assessment, or tools and go shopping among millions of options. The specific phrase “360 degree feedback software” alone yields over 30,000 choices. Amazon lists over 160 books on 360 feedback.

Moving from Expert to Executive: Changes Great Leaders Learn to Make

Lead Change Blog

In the 360-degree feedback survey for her and the team, it was clear she deflected praise to others. They need someone with wisdom to give feedback before they take another shot at it. One of the great leadership challenges is making the transition from subject matter expert (SME) to leading teams of SMEs. From “hands-on” execution and metrics to “hands-off” strategic decisions and measures, here are 4 shifts to navigate. Shift from “Me” to “We”. News Flash!

New Roles Aren’t Cause For Losing Old Skills

thoughtLEADERS, LLC

Ahmed had just received his latest 360-degree feedback report. When leaders take on more responsibility it’s important not to lose all the skills and qualities that got them there. Today’s post is by Graeme Findlay, author of Evolve (CLICK HERE to get your copy). Ahmed, the Vice President for Manufacturing in a large pharmaceutical company could hardly sit still as frustration boiled over.

Use Feedback to Pinpoint Your Blinking Blue Dot

The Practical Leader

This issue focuses on feedback. Feedback is the blinking blue dot that shows “you are here.” Measuring irrelevant behaviors is one of the 12 components adding more spin to the 360-degree feedback death spiral. A few years ago, our family visited a corn maze.

Don’t Blow Past Your Strengths

Scott Elbin

Between the leaders I’ve worked with in our Next Level Leadership® group coaching program and the individual executives I’ve coached over the last 20 plus years, I’ve delivered around 2,000 colleague feedback reports.

Feedback Can Be Fun

Leading Blog

One of the theories is that they provide immediate feedback. Indeed, a good part of the joy and appeal of every sport is this immediate feedback. It’s important for organizations to become feedback-rich environments in which information flows freely and is accepted and acted upon. It is obviously not enough to simply have feedback given if it is angrily rejected or dismissed because of the source. Good things come from asking for feedback.

Leadership Caffeine: Time to Take out the 360-Degree Trash

Management Excellence

While I’m certain there’s a good 360-degree feedback program out there somewhere, the trash frequently heaped upon unwitting corporate victims by misguided management groups via their HR departments is….well, Leadership Leadership Caffeine Management Education Middle Management Performance Quality Systems Management Social Commentary Talent Management Your Professional Development "To Do" List 360-Degree Evaluation feedback talent development

5 Ways to Become a Better Leader!

Marshall Goldsmith

Leaders who participated in a development program, received 360-degree feedback, selected important areas for improvement, discussed these with co-workers, and followed-up with them on a consistent basis (to check on progress) were rated as becoming dramatically better leaders—not in a self-assessment, but in appraisals from co-workers—6 to 18 months after the initial program. (If It’s an age-old question: Are we influenced more by nature or nurture?

What to do with your 360 results

Aspire-CS

Some years ago, I participated in a 360-degree feedback assessment. Hopefully, you’ll have a different experience when you participate in 360 feedback. Take your time, undisturbed, and go through the results slowly (perhaps more than once) to fully understand the feedback you’ve received. Thank those who gave you feedback: Often an overlooked activity, thanking those who provided you with feedback is vital. 360 feedback

Ain’t That a Kick in the Pants

Lead Change Blog

One of the most effective ways of doing this is having the leader go through a 360-degree feedback process, where the people they are leading rate the leader’s style and performance. The raters often include the leader him or herself and the leader’s boss(es), peers, and direct reports— hence a “360-degree” view. The feedback uses an anonymous survey consisting of quantitative data and qualitative (open-ended) questions. The feedback can be raw and hurtful.

Open-mindedness - Let the New Knowledge In

Building Personal Strength

Twenty years ago, 360-degree feedback surveys - which make it easy for you to get feedback from the people who work around you - were different than they are today. They were called instruments because the early 360-degree feedback tools were modeled after psychological tests. The value of the feedback was based on the quality of the research. Processing the feedback was done off-site. Why restrict 360-degree feedback to leaders?

#1 Sign Someone Isn’t a Great Leader

Marshall Goldsmith

I just reviewed my 360-degree feedback. Another thing that I feel good about is the fact that my scores on ‘effectively responds to feedback’ are so high this year.” When I became an executive coach, few CEOs received feedback from their colleagues. Even fewer candidly discussed that feedback and their personal developmental plans with anyone.

What You Should Know about Making Excuses at Work

Marshall Goldsmith

After reviewing thousands of 360-degree feedback summaries, I have a feel for what qualities direct reports respect and don’t respect in their leaders. I have never seen feedback that said, “I think you are a great leader because I love the quality of your excuses,” or, “I thought you screwed up, but you really changed my mind after you made that excuse.”. There is simply no excuse for making excuses at work – or anyplace else for that matter.

Weekly Leadership Challenge

CO2

Get a 360-degree feedback assessment and work with a professional coach on the debrief. Leaders may feel like they need fewer challenges, not more. In fact, what they need are new challenges, not the same ones, over and over. The focus of today’s post is on how to challenge yourself in new ways and, in the process, develop as a leader. Digital Photography School offers a weekly photo challenge to their readers. These weekly challenges are meant to expand your capabilities.

Coaching Change

Marshall Goldsmith

Leaders often fear confronting people about poor teamwork, but people highly value honest feedback. Use 360-degree feedback to align corporate values and individual behavior. Such feedback allows you to practice consultative coaching. Determine who can provide meaningful feedback. Collect feedback. Talk with managers about the results of the feedback – discuss key strengths and areas of improvement.

Turning a Negative into a Positive

Marshall Goldsmith

I also get feedback – and like all of my clients, I also try to get better. My best feedback comes from my customers. I will never forget the first time I received 360-degree feedback from my own staff. I said: “I feel good about much of my feedback. The score I earned on that item the last time I received 360-degree feedback was 4.8

Stop Defining Yourself as a Jerk!

Marshall Goldsmith

As we reviewed his 360-degree feedback report, he snorted, “What do you want me to do, go around praising people who don’t deserve it? We all have that relative who is always late. She comes in and says, “Oh I am so sorry, I am always late.”. Or, we hear another relative who always makes embarrassing gaffes like Ralph Cramden. He excuses himself saying, “I always say the wrong thing.”.

My Son, The Genius

Building Personal Strength

His first project was to write the program for 20/20 Insight , a breakthrough 360-degree feedback system. 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. He also did the work for the most recent version of that program, called MindFrames. The program functioned perfectly.

To Help Others Develop, Start With Yourself

Marshall Goldsmith

I just reviewed my 360-degree feedback. Another thing that I feel good about is the fact that my scores on ‘effectively responds to feedback’ are so high this year.” Twenty years ago, few CEOs received feedback from their colleagues. Even fewer candidly discussed that feedback and their personal developmental plans. Great leaders encourage leadership development by openly developing themselves. by Marshall Goldsmith.

Why Don’t We Ask?

Marshall Goldsmith

Reviews of summary 360-degree feedback involving thousands of leaders from more than 50 organizations have shown that when the item “Asks people what he or she can do to improve” is included in the company’s leadership inventory, it almost always falls near the bottom (if not in last place) in terms of employee satisfaction. I then lowered my voice and asked, “Have you ever asked your wife for feedback on how you can become a better husband?”

Most Leaders Know Their Strengths — but Are Oblivious to Their Weaknesses

Harvard Business

And yet what we see when we administer 360-degree feedback surveys on behalf of these leaders is that the executives with really low scores in one or more areas are often completely unaware of their fatal flaws. You can start by finding a “truth teller” who will share honest feedback with you. Roman Kharlamov/Getty Images. “Oh, I pretty much know my strengths and my weaknesses.”

Bashing the Boss

Marshall Goldsmith

I have reviewed 360-degree feedback reports on leaders at all levels in major corporations, and a substantial number of executives are rated poorly on the item “avoids destructive comments about other people or groups.”

An Excessive Need To Be Me

Marshall Goldsmith

As we reviewed his 360-degree feedback report, he snorted, “What do you want me to do, go around praising people who don’t deserve it? Mark Reiter is a top literary agent and a master with words. Mark and I worked together on my book, What Got You Here Won’t Get You There. In the book, we discuss 20 annoying habits of successful people – and then talk about how to break these habits and achieve positive, lasting change in behavior.

An Excessive Need To Be Me

Marshall Goldsmith

As we reviewed his 360-degree feedback report, he snorted, “What do you want me to do, go around praising people who don’t deserve it? We use our ideas of who we are to rationalize all kinds of behavior. Letting go of limiting definitions lets us do our best work. Mark Reiter is a top literary agent and a master with words. Mark and I worked together on my book, What Got You Here Won’t Get You There.

Change for the Better

Marshall Goldsmith

Dealing with Feedback. Confidential 360-degree feedback is the best way for successful people to identify what they need to improve in their relationships. Successful people tend to have two big problems dealing with negative feedback: 1) they don’t want to hear it from us, and 2) we don’t want to give it to them. Giving people negative feedback means proving they are wrong. It’s also easy to see why we don’t want to give feedback.

Open Your Wallet - Open Your Mind!

Marshall Goldsmith

As I was reviewing a 360-degree feedback report with one of my clients, his first words were, "But, Marshall." My coaching clients are either the CEOs or potential CEOs of multi-billion dollar corporations. Most are men; most are older and most are, by any normal standards, rich. There is a common assumption that old rich men don't really care about losing small amounts of money. Wrong! From my experience, most old rich men don't like to lose any money.

E-Coaching Roles

Marshall Goldsmith

Tools such as 360-degree feedback and mini-surveys can be done online, at low cost as needed. Leaders will learn what they need to know, when they need to know it, from the source best able to teach it. by Marshall Goldsmith. The art of developing leaders will evolve with the technology that connects people through both wired and wireless networks. Tomorrow’s leaders will learn in new ways.

Become a More Effective Leader by Asking One Tough Question

Marshall Goldsmith

At the end of my sessions, I ask leaders (who have received 360-degree feedback) to follow up with their co-workers and ask for ongoing ideas about how they can continue to become more effective. What prevents us from making the changes we know will make us more effective leaders? Great question.

If They Understand, They Will Do

Marshall Goldsmith

Leaders in the company received 360-degree feedback to help them understand how their actual behavior was seen as matching this desired profile. All were trained to respond to co-workers on their feedback using a very simple follow-up process. Some leaders, however, did absolutely nothing as a result of receiving feedback and attending training, and as a group they were seen as improving no more than can be attributed to random chance.

Dogged by a Daydream

Marshall Goldsmith

At the end of my sessions, I ask leaders (who have received 360-degree feedback) to follow up with their co-workers and ask for ongoing ideas about how they can continue to become more effective. Executive educator Goldsmith gets to the bottom of why some of us don’t meet our goals – and gives some free advice. by Marshall Goldsmith.

Why Don’t We Ask?

Marshall Goldsmith

Reviews of summary 360-degree feedback involving thousands of leaders from more than 50 organizations have shown that when the item “Asks people what he or she can do to improve” is included in the company’s leadership inventory, it almost always falls near the bottom (if not in last place) in terms of employee satisfaction. I then lowered my voice and asked, “Have you ever asked your wife for feedback on how you can become a better husband?”

When Coaching Finds That an Executive Isn’t in the Right Role

Harvard Business

In the traditional view of executive coaching, an executive, with her boss’s participation , takes personality assessments, receives 360-degree feedback , and creates and implements a development plan designed to address performance gaps, optimize her contribution, and prepare her for new responsibilities. It can be hard to acknowledge one’s own strengths and weaknesses, sometimes it’s hardest to do so when that feedback is coming from the boss.

Excuses, Excuses

Marshall Goldsmith

After reviewing thousands of 360-degree feedback summaries, I have a feel for what qualities direct reports respect and don’t respect in their leaders. I have never seen feedback that said, “I think you are a great leader because I love the quality of your excuses,” or, “I thought you screwed up, but you really changed my mind after you made that excuse.”

Thoughts That Make You Go Hmmm on… “Beyond Performance”

The Practical Leader

“… the single more important aspect of the senior leader’s role in a transformation… is shifting the culture… the leader should seek 360-degree feedback on how their behavior ties in with the objectives of the broader program; have their diary analyzed to reveal how much time they actually spend on transformation priorities; commit to a short list of personal objectives; and get professional coaching on how to achieve them.&#.

Recruiting Coaches

Marshall Goldsmith

The successful person, who “receives” the feedback often becomes defensive, denies the feedback, and tries to prove that the sender is “wrong” or “doesn’t understand.” Successful people tend to resist negative feedback about their past, but they appreciate constructive suggestions for their future. Your best coaches will not necessarily be outside experts who have credentials or training in your field. by Marshall Goldsmith.