HR Digest

NOVEMBER 17, 2023

Utilizing 360-degree feedback programs can help you assess the entire workforce from different angles and understand their current functioning more easily. A Zenger Folkman study found that a manager’s personality and self-confidence levels become strong predictors of their willingness to provide corrective feedback.

360-Degree Feedback 52

360-Degree Feedback Management How To Training 52

Lead on Purpose

JULY 28, 2012

”To see yourself as others see you” – that’s the general premise of the 360-degree feedback process. A 360-degree feedback evaluation uses information from peers, subordinates and supervisors to put together an overall assessment. By Dominic Wake.

360-Degree Feedback 165

360-Degree Feedback Management Politics Survey 165

HR Digest

OCTOBER 15, 2022

Feedback is the heart of gauging the great from the good. These words come as a form of performance and self evaluation to determine where there is room for improvement and to identify goals as well as employee objectives. 2) Constructive Feedback: Constructive feedback or as we like to call it 360 degree feedback.

Performance Review 105

Performance Review Review 360-Degree Feedback Construction 105

N2Growth Blog

OCTOBER 26, 2023

Through various tools such as 360-degree feedback, personality assessments, and in-depth interviews, a clear picture of the executive’s leadership capabilities is formed. Once the assessment phase is complete, the next step in the process is to translate the insights gained into actionable strategies and goals.

Execution 406

Execution Self-aware Emotional Intelligence Leadership 406

My Own Coach

DECEMBER 1, 2010

At first glance, going through a 360 degree feedback report with someone can appear just like a coaching session. However, a closer look will show a key difference from coaching and this can be critical for a successful debrief session. Most coaching sessions follow a structure found in the GROW model.

360-Degree Feedback 28

360-Degree Feedback Trends Commitment Report 28

HR Digest

NOVEMBER 13, 2023

AI resources can assist from the first step in planning for reviews and assessments to the last, ongoing step of goal setting and progress tracking. AI tools in HR like IntelliHR are great for goal management and talent retention.

Human Resources 105

Human Resources 360-Degree Feedback CAGR Metrics 105

Mark Sanborn

JULY 23, 2023

By being conscious of our own impact on others, we can build strong relationships, foster a positive work environment, and make mindful choices that align with our vision and goals. Types of Self-Awareness: Emotional Self-Awareness: This type of self-awareness involves recognizing and understanding our own emotions.

Self-aware 74

Self-aware 360-Degree Feedback Leadership Leadership Styles 74

Next Level Blog

FEBRUARY 13, 2019

In reading all of those 360 degree feedback reports, I’ve never come across a comment from a direct report that says, “My boss is giving us too much work.” Share Perspective and Information – The best leaders inspire their team’s performance by connecting their work with the bigger goals of the organization.

Team 180

Team 360-Degree Feedback Short-term How To 180

Persuasive Powerhouse

FEBRUARY 28, 2017

Some years ago, I participated in a 360-degree feedback assessment. Let stakeholders know what’s next: Once you’ve spent time with your results, you’ll have some ideas on your developmental goals. With your goals in mind, what action steps do you need to take? I still have the report.

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360-Degree Feedback Report Participative Content 100

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. Executives set impossible goals, so managers drive their teams to burnout trying to deliver. Now Available For Pre-Order (click here). It can feel like a rigged game.

360-Degree Feedback 180

360-Degree Feedback Hypercompetition Objective Workshop 180

Lead Change Blog

DECEMBER 4, 2018

David writes: “Planning communications is often the key to employees having the information and context they need to help an organization or team achieve its vision and goals. Dan shares: “ Listening is one of the most consistently lowest rated behaviors in 360 degree feedback assessments for managers.

Leadership Development 276

Leadership Development Development Review Leadership 276

Experience to Lead

NOVEMBER 3, 2023

To make this happen, you must be well-equipped with the tools and know-how to achieve organizational goals. A leadership strategy is exactly that: a plan that aligns leadership with the aspirations and goals of a group. How will you achieve that goal? By embracing the potential for change, you can harness its power.

Strategy 52

Strategy Development Leadership 360-Degree Feedback 52

Experience to Lead

SEPTEMBER 28, 2023

Improve Team Dynamics: Feedback can help leaders understand the needs, sentiments and concerns of their team members, leading to better team cohesion and performance. Feedback helps ensure that leaders are aligned with organizational goals and values. When is Leadership Feedback Usually Delivered?

Examples 52

Examples Team Succession 360-Degree Feedback 52

Next Level Blog

MARCH 27, 2019

Before you do anything else on your program, get clear about your goals. 360 degree feedback (but only if you have a robust plan in place for participants to follow up with their colleagues in a meaningful way!). Individual development plans based on 360 or some other type of assessment. What do they think?

Leadership Development 134

Leadership Development Development 360-Degree Feedback Leadership 134

Marshall Goldsmith

DECEMBER 2, 2013

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. Life is good. Marshall@MarshallGoldsmith.com. www.MarshallGoldsmithLibrary.com.

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360-Degree Feedback Teamwork Bond Survey 135

The Practical Leader

JULY 26, 2023

The Clemmer Group’s long partnership with Zenger Folkman is based on their evidence-based approach to 360 assessment and strengths-based leadership development. Click here to peruse a series of research and resources on this approach, including how to How to Avoid Spinning into the 360 Degree Feedback Death Spiral.

360-Degree Feedback 52

360-Degree Feedback Survey Learning-by-Doing Attitude Survey 52

Lead Change Blog

NOVEMBER 7, 2016

Jill shares, “Getting 360 degree feedback anonymously can be overwhelming and cause anxiety. Or do you focus on just one big goal?” Michael Stallard shares advice for leaders on meeting year-end goals.” We looked to our research to come up with five less common, but more valuable gifts.”

Leadership Development 331

Leadership Development Development Leadership 360-Degree Feedback 331

Marshall Goldsmith

SEPTEMBER 23, 2013

This perception has been validated in reviewing the 360 degree feedback scores for executives in 30 major corporations. This process has also been shown to produce positive results in the summary 360 degree feedback reports from executive teams. Where are we going? What is going well?

Process 160

Process 360-Degree Feedback Report Execution 160

Mike Cardus

FEBRUARY 23, 2011

He was not creating plans to accomplish goals assigned to him by the Vice President of Finance. The specific intervention included: 360 degree Feedback. Specific Exponent Leadership Process content sections were used: Goal Setting and Time Span. Prior to the promotion, he had served as a team leader of purchasing.

Case Study 114

Case Study 360-Degree Feedback Management Succession 114

Lead Change Blog

NOVEMBER 7, 2016

Jill shares, “Getting 360 degree feedback anonymously can be overwhelming and cause anxiety. Or do you focus on just one big goal?” Michael Stallard shares advice for leaders on meeting year-end goals.” We looked to our research to come up with five less common, but more valuable gifts.”

Leadership Development 201

Leadership Development Development Leadership 360-Degree Feedback 201

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

Marshall Goldsmith

NOVEMBER 11, 2013

Successful people tend to respond well to future-oriented advice that helps them achieve their goals. After recruiting your support group of coaches, ask them for their ideas on how you can improve, either through 360-degree feedback or merely asking for suggestions for the future. Follow up with Coaches.

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360-Degree Feedback Construction Follow-up Resistance 146

The Practical Leader

APRIL 9, 2012

That book was based on their extensive database of more than 200,000 multi-rater or 360-degree feedback reports describing 20,000 managers. The largest part of The Inspiring Leader are chapters on six core leadership behaviors that inspire and motivate: Setting stretch goals. Creating vision and direction.

Motivation 53

Motivation 360-Degree Feedback Emotional Intelligence Review 53

HR Digest

NOVEMBER 2, 2021

If there’s one thing executives recommend, it is the effectiveness of year-end reviews (often as part of the 360 reviews program), especially when companies want to promote culture change, achieve a specific goal, and improve HR management systems.

Performance Review 52

Performance Review Review How To Creativity 52

Marshall Goldsmith

OCTOBER 7, 2013

However, at lower levels in the organization (that are more price sensitive) traditional 360 degree feedback can work very well. This type of follow-up will assure continued progress on initial goals and uncover additional areas for improvement. 4) Determine key behaviors for change.

Leadership 117

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

Harvard Business Review

AUGUST 7, 2015

After receiving some 360-degree feedback, we met to discuss the data. He’d received low scores on providing clear goals and direction, indicating a chaotic management style. In short order, they were replicating Robert’s candor and honesty about their responsibilities and goals. What is going well?

360-Degree Feedback 8

360-Degree Feedback Charisma Construction Learning-by-Doing 8

Harvard Business Review

FEBRUARY 5, 2016

They are able to deal with stress, overcome obstacles, and inspire others to work toward collective goals. Use a 360-degree feedback instrument , even if it is valid and even if it measures EI competencies, like the Emotional and Social Competency Inventory (ESCI) does. And they are generally happier at work , too.

Emotional Intelligence 8

Emotional Intelligence 360-Degree Feedback Self-aware How To 8

Harvard Business Review

NOVEMBER 3, 2014

But when you do so, be sure to emphasize professional development goals. Coaching is most effective when the participant and the coach have multiple sources of information, which might include past reviews, personality assessment reports, or online or interview-based 360 degree feedback.

Participative 8

Participative 360-Degree Feedback Executive Coaching How To 8

Harvard Business Review

OCTOBER 27, 2017

Over the last decade, I’ve conducted thousands of 360-degree feedback interviews with the colleagues of the leaders I coach. My goal with these sessions is to get a better sense of my clients’ strengths and weaknesses, but more often than not, the feedback isn’t particularly useful.

360-Degree Feedback 14

360-Degree Feedback How To Comparison Construction 14

Harvard Business Review

NOVEMBER 3, 2014

But when you do so, be sure to emphasize professional development goals. Coaching is most effective when the participant and the coach have multiple sources of information, which might include past reviews, personality assessment reports, or online or interview-based 360 degree feedback.

Participative 8

Participative 360-Degree Feedback Executive Coaching How To 8

Harvard Business Review

JULY 6, 2017

While her goal was to increase her political savvy, she also expressed interest in delving into the root of the issue, namely her proclivities to defer to authority and shy away from the spotlight. In each case, one of us served as the executive coach and worked with the executive to set their individual goals.

Execution 14

Execution 360-Degree Feedback Executive Coaching Sample 14

Harvard Business Review

FEBRUARY 26, 2015

We analyzed our 360-degree feedback data from more than 700,000 colleagues to see what set fast-and-effective leaders apart from those who don’t move fast enough, or who race quickly and stumble. They set stretch goals. Easy goals allow people time to reach them in a leisurely way.

360-Degree Feedback 8

360-Degree Feedback Class Resistance Goal 8

Harvard Business Review

SEPTEMBER 29, 2015

The 360-degree feedback instrument we use collects data on 49 leadership behaviors. They have a high need for achievement and put every ounce of energy into achieving their goals. Good at setting stretch goals. The younger leaders were more willing to set stretch goals.

Management 8

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

Harvard Business Review

DECEMBER 27, 2016

Our research suggests that if a manager understands, through their own experience, what is needed to complete a job to the highest standard, then they may be more likely to create the right work environment, set appropriate goals and accurately evaluate others’ contributions.

Management 15

Management 360-Degree Feedback Mayo Training 15

Harvard Business Review

JULY 10, 2012

It's not enough to set budgets and set goals. For example, use regression analyses of performance and 360-degree feedback data to determine training priorities. That's a big mistake. CEOs at the best companies are willing to roll up their sleeves and attack the details to transform their sales organization.

CEO 15

CEO 360-Degree Feedback Contract Manufacturing Supply Chain 15

Harvard Business Review

FEBRUARY 4, 2013

Using 360-degree feedback data over a 12- to 18-month period, we were able to track what, exactly, the leaders who'd made the most significant progress were doing. First, they did a better job keeping people focused on the highest priority goals and objectives. Battles are costly and consume a great deal of resources.

360-Degree Feedback 11

360-Degree Feedback Cooper Learning-by-Doing Skills 11

Harvard Business Review

OCTOBER 2, 2012

He talked with me about my goals and my development opportunities. I've seen this confirmed in my work with hundreds of leaders and in reviews of 360-degree feedback data on thousands more. Yet whenever I talked with him, which was not that often, he gave me his undivided attention.

360-Degree Feedback 9

360-Degree Feedback Cooper Energy Quality 9