N2Growth Blog

APRIL 30, 2024

It prepares for the inevitability of change and ensures that operations will remain uninterrupted while minimizing potential hiccups that may come with the transition of power. All of which are key factors in career satisfaction, talent retention, and employee engagement. It’s not enough to simply select potential successors.

Planning 217

Planning Succession 360-Degree Feedback Balanced Scorecard 217

Harvard Business Review

MAY 16, 2014

Entry-level programs are an integral part of talent-development strategies and often are the only effective bridge between academia and the business environment. At GE, we have created mid-career leadership programs as one answer to these challenges. They work quite well. Sponsorship of the program must come from the highest level.

Training 8

Training 360-Degree Feedback Participative Human Resources 8

Harvard Business Review

JUNE 21, 2012

My knowledge of corporate leaders' 360-degree feedback indicates that one out of four of them has a listening deficit—the effects of which can paralyze cross-unit collaboration, sink careers, and if it's the CEO with the deficit, derail the company. He wasn't alone in that regard. Prime the Pump.

360-Degree Feedback 17

360-Degree Feedback Welch Active Listening CEO 17

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. Leaders who operate in this mode lose their peers in no time flat.

Bottom-up 177

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

Harvard Business Review

DECEMBER 15, 2017

Rather, we suggest a different approach: carving out a career path for younger physicians with leadership potential and creating a well-designed development pipeline so doctors emerge able to effectively lead large organizations of medical providers. The CMO should not be part of the dyad model. The CMO should not be part of the dyad model.

Training 13

Training Health Care Management 360-Degree Feedback 13

Harvard Business Review

JANUARY 14, 2015

We’ve observed time and again in 360-degree feedback surveys that women executives believe politics present a particular dilemma for them. On the other, they acknowledge that it’s all but impossible to operate above the political fray. This type of peer advocacy is a win-win proposition.

Politics 8

Politics Strategy 360-Degree Feedback Mentor 8