The Practical Leader
MAY 15, 2024
It is a misuse of a human resource as what a person cannot do is a limitation and nothing else.” However, 360s can also destroy self-esteem, decrease motivation for leadership development, and erect defensive barriers. You can build only on strengths. To focus on weakness is not only foolish; it is irresponsible.
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.
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HR Digest
JANUARY 19, 2023
As I transitioned into the role, I invested the time to reflect on several things – how I wanted to show up in this role, what the business needs from HR to drive its success, and the team I needed in place. We started with rigorous leadership assessments, including a 360 review to solicit feedback from my stakeholders and team.
Mike Cardus
MAY 24, 2011
Within these coaching times focused development, feedback and field work assignments were discussed and explored to develop the defined objectives. During these focus group meetings the leadership was able to hear what is needed for continued success and progress within the organization. Coaching Underperformance.
Next Level Blog
SEPTEMBER 21, 2010
In this week’s book club video, I share three simple (and whack up the side of the head obvious) design principles that Marc and Miriam apply to designing talent management initiatives such as performance reviews, 360 degree feedback and succession planning. It’s a great book for anyone charged with developing talent.
Harvard Business Review
NOVEMBER 3, 2014
If you are a manager with a direct report who is working with an external coach, there are several things you can do at the beginning of a coaching engagement to help make it successful: Set broad objectives and frame them positively. At the outset, the more specific you can be about how you define success for the participant, the better.
Harvard Business Review
NOVEMBER 3, 2014
If you are a manager with a direct report who is working with an external coach, there are several things you can do at the beginning of a coaching engagement to help make it successful: Set broad objectives and frame them positively. At the outset, the more specific you can be about how you define success for the participant, the better.
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