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.

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 [.].

5 Ways to Become a Better Leader!

Marshall Goldsmith

Leaders who participated in the same developmental programs and received the same type of feedback—but did not follow-up—were seen as improving by no more than random chance would imply. It’s an age-old question: Are we influenced more by nature or nurture?

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. There is simply no excuse for making excuses at work – or anyplace else for that matter.

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.

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.”.

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 challenge is, some leaders do everything they can to justify or explain away the feedback they get.

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.

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

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?”

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.

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.”

Four Difficult Types of Employees: Feedback Do’s and Don’ts

Managers are Heroes

Whether you are dealing with a difficult person or motivating someone to be a more positive contributor, employee feedback is a powerful management tool. Start by thinking through what you need to get out of this feedback session. Consider suggesting 360-degree feedback from colleagues.

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.

Leadership actions that are not an option for leaders.

Strategy Driven

One of the tragedies of leadership is that the (overrated) 360-degree feedback process, usually only goes 180 degrees. “Where’s the action? Where’s the game?”

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.

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.

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?”

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.

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.

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.

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.”

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.

Feed It Forward

Marshall Goldsmith

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.

Feed It Forward

Marshall Goldsmith

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.

Feed It Forward

Marshall Goldsmith

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.

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

The Practical Leader

As reviewed in my last post, Beyond Performance is an excellent new book chockfull of solid research on the key elements to successful leadership and organization development.

Just Be You

Marshall Goldsmith

Do What's in Your Heart I was one of the original developers of 360-degree feedback. Is your company competing for top talent? Do you participate in hiring decisions or developing leaders? If so, pay attention! The workforce is changing dramatically--in two years, there will be more members of the Millennial Generation than Baby Boomers. The work environment requires increased global savvy, virtual skill, and technological knowledge.

Self-Assessment

Marshall Goldsmith

I have two sons, and if they were receiving this feedback from you in 20 years, I'd be ashamed to be their father.' I just reviewed my 360-degree feedback. Also, I feel good about 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--or candidly discussed that feedback and their personal developmental plans.

Fallacy of ‘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. 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. Just like the 2,000 leaders mentioned above, every leader in our study received feedback.

Vision: A Story and a Fortune Cookie

Building Personal Strength

I first learned about 360-degree feedback in 1987. It was a new technology at the time, used primarily to give bosses what was called "upward" feedback about their leadership and management. By then we’ll have feedback from our customers.”

Review of “The Inspiring Leader: Unlocking the Secrets of How Extraordinary Leaders Motivate”

The Practical Leader

That book was based on their extensive database of more than 200,000 multi-rater or 360-degree feedback reports describing 20,000 managers. This is an extraordinary book on leadership from the experts in extraordinary leadership.

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.

Strategic Humor: Cartoons from the December 2013 Issue

Harvard Business Review

Here’s his winning caption: “How’s this 360-degree feedback working?” Enjoy these cartoons from the December issue of HBR, and test your management wit in the HBR Cartoon Caption Contest at the bottom of this post.