Lead Change Blog

JULY 7, 2015

Art Petty of the Management Excellence Blog by Art Petty shares Leadership Caffeine: Becoming Agile and Adaptable is THE Leadership Issue. Art asks us to think about “our willingness to let go of dated thinking and obsolete approaches to leading and managing. It collides with freedom in many positive ways.

Leadership Development 150

Leadership Development Development Innovation 360-Degree Feedback 150

Lead Change Blog

NOVEMBER 7, 2016

Jill shares, “Getting 360 degree feedback anonymously can be overwhelming and cause anxiety. Jill explains how you can pluck out the meaningful messages and take positive action.” 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

Marshall Goldsmith

MAY 1, 2012

Change in this behavior should make a significant, positive difference in their lives. It can be done quite simply, e.g., "I want to be a better listener." - Ask for FeedForward that might help them achieve a positive change in their behavior. FeedForward helps people envision and focus on a positive future, not a failed past.

360-Degree Feedback 127

360-Degree Feedback Participative Committee Efficiency 127

Marshall Goldsmith

MAY 5, 2014

If the managers are so bad, why should anyone believe that the products are so good? You don’t enhance your career. You might find that this helps your workplace to become much more positive – and you also may end up raising a few bucks for a good cause. You hurt your company. Your stories may get repeated to others.

360-Degree Feedback 122

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

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. Whether it be a global pandemic, a company restructuring or a merger, a leadership strategy is crucial if you want to manage shifts and times of uncertainty.

Strategy 52

Strategy Development Leadership 360-Degree Feedback 52

Marshall Goldsmith

FEBRUARY 1, 2012

Change in this behavior should make a significant, positive difference in their lives. It can be done quite simply, e.g., "I want to be a better listener." - Ask for FeedForward that might help them achieve a positive change in their behavior. FeedForward helps people envision and focus on a positive future, not a failed past.

360-Degree Feedback 114

360-Degree Feedback Participative Committee Efficiency 114

Marshall Goldsmith

JUNE 7, 2011

As they consider opportunities to advance their careers, talented 'high potentials' share five concerns. To what degree can I trust you to develop my talents and skills? One talented manager asked for training, and was told that there was no budget for it. They seek challenges that prepare them for leadership positions.

360-Degree Feedback 118

360-Degree Feedback Learning Curve Budgeting Career 118

Marshall Goldsmith

AUGUST 5, 2012

Change in this behavior should make a significant, positive difference in their lives. ” - Ask for FeedForward that might help them achieve a positive change in their behavior. If participants have worked together in the past, they are not allowed to give any feedback about the past. . We can change the future.

360-Degree Feedback 89

360-Degree Feedback Participative Committee Positioning 89

Marshall Goldsmith

MAY 3, 2011

Mike's score for treating colleagues with respect was dismal; in fact, out of 1,000 managers rated, he was dead last! His profit contribution was so vast that the CEO promoted him into management. This should have been the apex of Mike's young career. I just reviewed my 360-degree feedback.

360-Degree Feedback 115

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

Your Voice of Encouragement

JUNE 3, 2011

We recently coached a project manager whose chronic optimism lead to unrealistic expectations for his staff, resulting in high stress, low morale, and poor performance. You may wish to ask your coworkers or manager, “What do I do that allows me to be an effective contributor to the organization?”

360-Degree Feedback 67

360-Degree Feedback Core Competence Analysis Open-book 67

Marshall Goldsmith

OCTOBER 7, 2013

My mission is to help successful leaders achieve a positive change in behavior: for themselves, their people and their teams. We then get paid only after our coaching clients have achieved a positive change in key leadership behaviors as determined by key stakeholders. 3) Collect feedback.

Leadership 117

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

Harvard Business Review

DECEMBER 27, 2016

A simple question was asked: are hospitals ranked more highly when they are led by medically trained doctors or non-MD professional managers? The analysis showed that hospital quality scores are approximately 25% higher in physician-run hospitals than in manager-run hospitals. In a recent study that matched random samples of U.S.

Management 14

Management 360-Degree Feedback Mayo Training 14

Harvard Business Review

MAY 23, 2014

Out of all the management questions we should be asking, this is surely the least asked. First, morality is hard to define, especially without getting too philosophical, and management writers are typically allergic to metaphysics. This is particularly important for direct line managers. Create an altruistic culture.

Management 11

Management 360-Degree Feedback Ethics Morale 11

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

SEPTEMBER 29, 2015

As new managers fill vacancies created by retiring Boomers, how do their skills compare with the seasoned older managers they replace? Naturally, our assumption was that veteran managers would be more effective on almost every front. To be elevated into management at an early age is not common. Becoming a Manager.

Management 8

Management 360-Degree Feedback Short-term Long-term 8

Harvard Business Review

APRIL 24, 2015

It’s understandable that most CEOs try to manage their boards. At most companies, despite all the best intentions, managing the board usually means keeping directors at arm’s length. But as I learned over the course of my career, there’s a better approach with boards. I got rid of that barrier.

CEO 8

CEO 360-Degree Feedback Management Charisma 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

FEBRUARY 25, 2014

In 2013, my partners and I conducted a combination of surveys and interviews with over 270 female managers in Fortune 500 organizations to determine what they liked and disliked about business meetings, and one of the things that repeatedly fell into the dislike column was politics. Need more evidence?

Politics 8

Politics 360-Degree Feedback Skills Seminar 8

Harvard Business Review

APRIL 4, 2013

In a recent interview , Facebook COO Sheryl Sandberg recounted this story to underscore the importance of a body of research that she cites in her book Lean In indicating "that success and likability are positively correlated for men and negatively correlated for women.". Leadership Managing yourself'

360-Degree Feedback 9

360-Degree Feedback Succession COO Middle Management 9

Harvard Business Review

MARCH 23, 2016

We collected these ratings from their 360-degree feedback surveys.) For all the talk about how important diversity is within organizations, white and male executives aren’t rewarded, career-wise, for engaging in diversity-valuing behavior, and nonwhite and female executives actually get punished for it.

Diversity 8

Diversity 360-Degree Feedback Survey Participative 8

Harvard Business Review

MARCH 29, 2017

As a result, leaders are deprived of the very feedback they need to get better. From Dominic Strauss-Kahn to Bernie Madoff , there is no shortage of famous case studies demonstrating that brilliant leaders can damage their own and others’ careers when they overuse certain strengths and are unable to tame their undesirable qualities.

Self-aware 8

Self-aware 360-Degree Feedback How To Collins 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. They suggest, in their self-affirmation theory , that our need to maintain positive self-perceptions leads to us minimizing the impact of our shortcomings. Do an informal, monthly 360-degree review.

360-Degree Feedback 10

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

Harvard Business Review

MAY 29, 2013

Studies have shown that a high emotional quotient (or EQ) boosts career success , entrepreneurial potential , leadership talent , health , relationship satisfaction , humor , and happiness. Think about the worst boss you ever had — how long would it take him to start coming across as more considerate, sociable, calm or positive?

Emotional Intelligence 10

Emotional Intelligence 360-Degree Feedback Stress Self-aware 10

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. She always wanted feedback.

360-Degree Feedback 14

360-Degree Feedback How To Construction Case Study 14

Persuasive Powerhouse

OCTOBER 22, 2010

My work as an executive coach involves looking at a lot of 360 degree feedback reports. One of the patterns I see in the 360 data on leadership behaviors is that peers are typically the lowest rating group for any given executive. What do you wish your peers would do on a regular basis?

Bottom-up 177

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

Harvard Business Review

FEBRUARY 21, 2018

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. The leaders recognize something they do that produces a positive reaction, followed by a positive business outcome.

360-Degree Feedback 11

360-Degree Feedback Self-aware Bottom-up Learning-by-Doing 11

Harvard Business Review

DECEMBER 15, 2017

aren’t taught management skills in medical school. And they receive little on-the-job training to develop skills such as how to allocate short- and long-term resources, how to provide developmental feedback, or how to effectively handle conflict – leadership skills needed to run a vibrant business.

Training 12

Training Health Care Management 360-Degree Feedback 12

Harvard Business Review

MAY 22, 2018

In today’s increasingly globalized world, more and more people are choosing to live, work and study abroad —and this trend appears to be a good thing: social science studies have shown that international experiences can enhance creativity , reduce intergroup bias , and promote career success. Limitations and Future Directions.

Development 15

Development Self-aware 360-Degree Feedback Participative 15

Harvard Business Review

JANUARY 14, 2015

In 2013, we conducted a number of interviews and surveyed 270 female managers in Fortune 500 organizations to determine what they liked and disliked about business meetings. 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