Let's Grow Leaders

DECEMBER 9, 2015

Without a doubt, the peer rating is by far the most consistent shocker for folks taking a 360 degree feedback assessment. Effective peer relationships are one of the consistent predictors of career advancement. . Executives set impossible goals, so managers drive their teams to burnout trying to deliver.

360-Degree Feedback 180

360-Degree Feedback Hypercompetition Objective Workshop 180

Lead Change Blog

NOVEMBER 7, 2016

Jill shares, “Getting 360 degree feedback anonymously can be overwhelming and cause anxiety. Jim Taggart of Changing Winds provided Samsung’s Failed Executive Leadership. Joel Garfinkle of the Career Advancement Blog submitted 5-Step Plan to Developing Your Personal Brand.

Leadership Development 331

Leadership Development Development Leadership 360-Degree Feedback 331

Experience to Lead

SEPTEMBER 28, 2023

These actionable insights serve as templates and inspire leaders to craft their own feedback, fostering a climate of achievement and mutual respect. What is Leadership Feedback? This feedback aims to give insight into how their actions and decisions affect their team, the organization and broader stakeholders.

Examples 52

Examples Team Succession 360-Degree Feedback 52

Lead Change Blog

NOVEMBER 7, 2016

Jill shares, “Getting 360 degree feedback anonymously can be overwhelming and cause anxiety. Jim Taggart of Changing Winds provided Samsung’s Failed Executive Leadership. Joel Garfinkle of the Career Advancement Blog submitted 5-Step Plan to Developing Your Personal Brand.

Leadership Development 201

Leadership Development Development Leadership 360-Degree Feedback 201

Lead Change Blog

JULY 7, 2015

Dan points out that “bad decisions can ruin an organization and kill careers. Have you been given feedback that you need to improve your decision making? Managers often get poor grades from 360 degree feedback assessments in the areas of quality and timeliness of decisions.” If so, you are not alone.

Leadership Development 150

Leadership Development Development Innovation 360-Degree Feedback 150

Marshall Goldsmith

MAY 5, 2014

You don’t enhance your career. 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.” This is not just true for employees.

360-Degree Feedback 122

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

Marshall Goldsmith

AUGUST 22, 2011

I may be the only executive educator who actually measures whether the participants in my leadership development courses actually do what I teach--and then measures if they are seen as becoming more effective leaders. It also probably explains why you don't do many things in your life and career that you know you should.

360-Degree Feedback 129

360-Degree Feedback Prahalad Follow-up Participative 129

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.

360-Degree Feedback 102

360-Degree Feedback Follow-up Bottom-up Participative 102

Experience to Lead

NOVEMBER 3, 2023

Whether it’s your social life, family or career, one thing you can count on is the consistency of change. You might assess current leadership capabilities through competency-based assessments and encouraging 360-degree feedback. Acknowledge your strong points and define areas where there may be room for improvement.

Strategy 52

Strategy Development Leadership 360-Degree Feedback 52

Marshall Goldsmith

MAY 3, 2011

As an executive coach, I work with supremely successful people who need to change some behaviors. This should have been the apex of Mike's young career. I just reviewed my 360-degree feedback. One of the best ways top executives can get their leaders to improve is to work on improving themselves.

360-Degree Feedback 115

360-Degree Feedback Gordon CEO Learning-by-Doing 115

Marshall Goldsmith

MAY 1, 2012

Most of us hate getting negative feedback, and we don't like to give it. I have reviewed summary 360-degree feedback reports for more than 50 companies. If leaders got better at providing feedback every time the performance appraisal forms were "improved," most would be perfect by now! They don't have to know you.

360-Degree Feedback 127

360-Degree Feedback Participative Committee Efficiency 127

Marshall Goldsmith

FEBRUARY 1, 2012

Most of us hate getting negative feedback, and we don't like to give it. I have reviewed summary 360-degree feedback reports for more than 50 companies. If leaders got better at providing feedback every time the performance appraisal forms were "improved," most would be perfect by now! They don't have to know you.

360-Degree Feedback 114

360-Degree Feedback Participative Committee Efficiency 114

Marshall Goldsmith

OCTOBER 7, 2013

While I am best known as an executive coach, coaching represents only 25% of what I do. In terms of spending clients’ time — My clients’ are all executives whose decisions often impact billions of dollars. The Value of Behavioral Coaching for Executives. Their time is more valuable than mine. Probably none.

Leadership 117

Leadership 360-Degree Feedback Follow-up Learning-by-Doing 117

Marshall Goldsmith

AUGUST 5, 2012

Most of us hate getting negative feedback, and we don’t like to give it. I have reviewed summary 360-degree feedback reports for more than 50 companies. If leaders got better at providing feedback every time the performance appraisal forms were “improved,” most would be perfect by now!

360-Degree Feedback 89

360-Degree Feedback Participative Committee Positioning 89

Marshall Goldsmith

OCTOBER 16, 2012

Leaders in the company received 360-degree feedback to help them understand how their actual behavior was seen as matching this desired profile. The leaders who did absolutely nothing understood what to do as well as the leaders who actually executed on their improvement plans.

360-Degree Feedback 96

360-Degree Feedback Follow-up Ethics Training 96

Harvard Business Review

JULY 6, 2017

Eric, 33, a high-potential vice president at a financial services firm, was elated to be selected by his supervisors to receive executive coaching. Frances, an executive in her forties, entered coaching after being passed over for a promotion that went to her more vocal, visible male colleague.

Execution 13

Execution 360-Degree Feedback Executive Coaching Sample 13

Harvard Business Review

FEBRUARY 4, 2014

In most organizations, professionals who want to move up get lots of feedback. Many companies provide you with so-called 360-degree feedback based on anonymous surveys from your boss, peers, and direct reports. So avoid any hint of defensiveness since that will tend to shut down a mentor or leader’s feedback.

Career 8

Career 360-Degree Feedback Mentor Long-term 8

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

JULY 14, 2014

In the process of coaching hundreds of top female executives over the past decade, we’ve routinely interviewed hiring managers and pored-over 360-degree feedback reports in search of trends and commonalities. This is the range of comments we see everyday from women in 360-degree feedback conversations.

360-Degree Feedback 8

360-Degree Feedback CFO Career Trends 8

Harvard Business Review

MAY 16, 2014

But let’s say you are growing geographically and are struggling to hire enough people who align with your culture and expectations; or you have recently acquired another company and need to bring their leaders into your fold; or you are hiring a lot of people at mid-career who have not had the advantage of going through a formal entry-level program.

Training 8

Training 360-Degree Feedback Participative Human Resources 8

Harvard Business Review

JUNE 11, 2014

What skills do companies prize in C-level executives ? To answer these questions, we surveyed 32 senior search consultants at a top global executive-placement firm. They also observe how executives negotiate, what matters most to them in hiring contracts, and how they decide whether to change companies.

360-Degree Feedback 8

360-Degree Feedback Self-aware Mentor Consultative 8

Harvard Business Review

MARCH 23, 2016

Roughly 85% of corporate executives and board members are white men. This idea prompted us to examine whether women and nonwhite executives really are penalized if they help other women and minorities — and why that may be happening. We collected these ratings from their 360-degree feedback surveys.)

Diversity 8

Diversity 360-Degree Feedback Survey Participative 8

Harvard Business Review

DECEMBER 27, 2016

” Having spent their careers looking through a patient-focused lens, physicians moving into executive positions might be expected to bring a patient-focused strategy. Core to the curriculum is emotional intelligence (with 360-degree feedback and executive coaching), teambuilding, conflict resolution, and situational leadership.

Management 14

Management 360-Degree Feedback Mayo Training 14

Harvard Business Review

APRIL 24, 2015

But as I learned over the course of my career, there’s a better approach with boards. That wasn’t easy at first for my executives, who were used to wielding their slide decks to control their presentations. They got to see the other executives in action, including my potential successors.

CEO 8

CEO 360-Degree Feedback Management Charisma 8

Harvard Business Review

JANUARY 25, 2013

It's a great moment in literature — and an extremely useful image for managers intent on ferreting out the feedback they need for career advancement. 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.

360-Degree Feedback 8

360-Degree Feedback Delegation Career Execution 8

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

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. Look Out: Imagine your career two to three moves ahead of where you are now and keep that image in your mind. It’s not possible to opt out of office politics.

Politics 8

Politics 360-Degree Feedback Skills Seminar 8

Harvard Business Review

FEBRUARY 22, 2017

Continuous personal development is fundamental to career growth, professional satisfaction, and having a broader impact in the world. Do an informal, monthly 360-degree review. A company’s annual or semiannual data collection efforts to provide 360-degree feedback to leaders on how they are doing is all well and good.

360-Degree Feedback 10

360-Degree Feedback Commitment Learning-by-Doing Letter 10

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 17

360-Degree Feedback Welch Active Listening CEO 17

Jesse Lyn Stoner Blog

MARCH 4, 2013

Miller of The People Equation explores how coaching, training and 360 degree feedback is a key strategy for creating an organization that’s responsive to change. Joel Garfinkle of Career Advancement Blog discusses three best practices in recruiting and retaining talent in What’s It Worth to You? Valuing Human Capital.

Leadership Development 205

Leadership Development Development Leadership 360-Degree Feedback 205

Harvard Business Review

MAY 15, 2012

While you may be tempted to enjoy this deference, the silence will not help you, your organization or your career. She shares the example of Vineet Nayar, the CEO of HCL Technologies, who posted his own 360-degree feedback on the company intranet and encouraged his senior team to do the same. Acknowledge the fear.

360-Degree Feedback 14

360-Degree Feedback How To Construction Case Study 14

Persuasive Powerhouse

OCTOBER 22, 2010

Scott is also an executive coach, speaker, and blogger. He is a former Fortune 500 HR executive, president of The Eblin Group and graduate of Davidson College, Harvard University, and Georgetown University’s leadership coaching certificate program, where he is also on the faculty. What’s the recovery plan?

Bottom-up 177

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

Harvard Business Review

FEBRUARY 21, 2018

.” If we had a dollar for every time we’d heard this from an executive we were coaching, we could have retired a long time ago. These are weaknesses that are so extreme that they can have a dramatic negative effect on a leader, seriously hampering their contribution to the organization and their career progress.

360-Degree Feedback 13

360-Degree Feedback Self-aware Bottom-up Learning-by-Doing 13

Harvard Business Review

APRIL 10, 2018

We interviewed David, a senior executive who recognizes both having benefited from unfair advantages and the injustice of bias. After his 360-degree feedback session, Tom now makes an effort to get to know coworkers who are different from him. “It’s a win/win,” Nick says.

360-Degree Feedback 11

360-Degree Feedback Mentor System Education 11

Harvard Business Review

DECEMBER 15, 2017

A popular way of bringing physicians up to speed is to elevate them into management roles and team them with business executives. Creating a pipeline like this can help health care organizations recruit early-career physicians, develop their skills, and move them over time into key leadership positions. A Tall Order.

Training 13

Training Health Care Management 360-Degree Feedback 13

Harvard Business Review

JANUARY 14, 2015

The politics of office life seldom fail to flummox and frustrate the top female executives my partners and I coach and train. We’ve observed time and again in 360-degree feedback surveys that women executives believe politics present a particular dilemma for them.

Politics 8

Politics Strategy 360-Degree Feedback Mentor 8