360-Degree Feedback Related Topics 
Lead on Purpose
JULY 5, 2014
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
HR Digest
OCTOBER 15, 2022
As a manager, you have to give constructive feedback and this is easier when you have a list of performance review examples to guide you. Feedback is the heart of gauging the great from the good. That means giving feedback on their weakness likewise their strength.
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Lead on Purpose
JULY 28, 2012
”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.
HR Digest
APRIL 3, 2022
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.
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HR Digest
NOVEMBER 2, 2021
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. .
First Friday Book Synopsis
JULY 22, 2011
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 [.].
Great Leadership By Dan
NOVEMBER 5, 2020
I remember a client who was focused on, “How can we use 360-degree feedback to improve performance?” 360-degree feedback was too specific. As it turns out, 360-degree feedback was not part of the approach.
Next Level Blog
DECEMBER 13, 2021
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.
The Practical Leader
APRIL 14, 2021
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.
Lead Change Blog
APRIL 19, 2021
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!
Next Level Blog
JUNE 28, 2022
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.
The Practical Leader
MAY 4, 2021
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.
thoughtLEADERS, LLC
JANUARY 13, 2020
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.
Leading Blog
OCTOBER 4, 2012
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.
Management Excellence
FEBRUARY 22, 2011
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
Marshall Goldsmith
NOVEMBER 15, 2016
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?
Lead Change Blog
JANUARY 27, 2017
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.
Aspire-CS
FEBRUARY 28, 2017
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
Marshall Goldsmith
APRIL 11, 2016
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.
Building Personal Strength
OCTOBER 6, 2010
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?
Marshall Goldsmith
APRIL 8, 2017
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.
CO2
MARCH 11, 2013
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.
Marshall Goldsmith
DECEMBER 2, 2013
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.
Marshall Goldsmith
AUGUST 4, 2013
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.
Marshall Goldsmith
OCTOBER 20, 2014
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.”.
Building Personal Strength
AUGUST 17, 2011
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.
Marshall Goldsmith
DECEMBER 10, 2012
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
HR Digest
JANUARY 19, 2023
We started with rigorous leadership assessments, including a 360 review to solicit feedback from my stakeholders and team. We often find that 360-degree feedback is helpful in looking at strengths and development opportunities; however, that was only part of the equation.
Marshall Goldsmith
APRIL 21, 2014
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?”
Marshall Goldsmith
MAY 5, 2014
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.”
Marshall Goldsmith
MAY 10, 2013
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.
Marshall Goldsmith
MARCH 25, 2013
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.
Marshall Goldsmith
FEBRUARY 3, 2014
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.
Marshall Goldsmith
NOVEMBER 21, 2011
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.
Marshall Goldsmith
OCTOBER 23, 2012
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.
Marshall Goldsmith
JANUARY 27, 2014
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.
Marshall Goldsmith
AUGUST 22, 2011
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.
Marshall Goldsmith
DECEMBER 31, 2012
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.
Marshall Goldsmith
FEBRUARY 18, 2013
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?”
Marshall Goldsmith
NOVEMBER 11, 2013
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.
Marshall Goldsmith
DECEMBER 16, 2010
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.”
Marshall Goldsmith
MAY 1, 2012
If participants have worked together in the past, they are not allowed to give any feedback about the past. What is the last word most of us think of to describe the experience of receiving feedback, coaching, and developmental ideas? Their answers offer a great explanation of why FeedForward can often be more useful than feedback as a developmental tool. Most of us hate getting negative feedback, and we don't like to give it.
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