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. Their answers had nothing to do with integrity, ethics, or values. The 'do-nothings' were good people with good values.
Marshall Goldsmith
DECEMBER 31, 2012
Executive educator Goldsmith gets to the bottom of why some of us don’t meet our goals – and gives some free advice. 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.
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Jesse Lyn Stoner Blog
MARCH 4, 2013
Wally Bock of Three Star Leadership Blog points out “there should be no surprises at annual performance review time.” In Performance Reviews Made Effective , Wally offers sound advice that will not only make them more effective, but also helpful instead of painful.
Marshall Goldsmith
MAY 17, 2011
I just reviewed my 360- degree feedback. He communicated clear expectations for ethics, values, and behavior. Marshall My newest book, MOJO , is a New York Times (advice), Wall Street Journal (business), USAToday (money) and Publisher's Weekly (non-fiction) best seller. My coworkers have been helping me improve.
Marshall Goldsmith
MAY 3, 2011
I just reviewed my 360-degree feedback. He communicated clear expectations for ethics, values, and behavior. Marshall My newest book, MOJO , is a New York Times (advice), Wall Street Journal (business), USAToday (money) and Publisher's Weekly (non-fiction) best seller. My coworkers have been helping me improve.
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