Marshall Goldsmith

MAY 17, 2011

I just reviewed my 360- degree feedback. In fact, organizations that best develop leaders tend to have CEOs like Steve Sanger who are directly and actively involved in leadership development. Johnson & Johnson, tied for first on the top-20 list, has successfully involved its executives in leadership development.

Development 125

Development 360-Degree Feedback CEO Reputation 125

Strategy Driven

SEPTEMBER 16, 2013

’ Here are the actions I have observed about leadership that are mandatory for leadership success. All other leadership characteristics and outcomes fade if there is a lack of truth. If training is to have a lasting value, it must have leadership support AND participation. BUT not without gambling. Same in life.).

360-Degree Feedback 75

360-Degree Feedback Leadership Open-book Customer Loyalty 75

Marshall Goldsmith

MAY 10, 2013

As we reviewed his 360-degree feedback report, he snorted, “What do you want me to do, go around praising people who don’t deserve it? He finally understood that giving recognition when deserved didn’t damage his reputation as a leader who had high expectations. I don’t want to look like a phony!”

360-Degree Feedback 136

360-Degree Feedback Definition CEO Learning-by-Doing 136

Marshall Goldsmith

MARCH 25, 2013

As we reviewed his 360-degree feedback report, he snorted, “What do you want me to do, go around praising people who don’t deserve it? He finally understood that giving recognition when deserved didn’t damage his reputation as a leader who had high expectations. I don’t want to look like a phony!”

360-Degree Feedback 132

360-Degree Feedback Definition Learning-by-Doing Positioning 132

Marshall Goldsmith

OCTOBER 23, 2012

Discussing a rival company’s good fortune can be positive if it gets your people to work harder, but if s inappropriate when it soils other people’s reputations. Dealing with Feedback. Confidential 360-degree feedback is the best way for successful people to identify what they need to improve in their relationships.

360-Degree Feedback 102

360-Degree Feedback Commitment Information Learning-by-Doing 102

Harvard Business Review

AUGUST 16, 2018

The first step, as with all learning, is to get a sense of how your self-perception (how you see yourself) differs from your reputation (how others see you). That means the areas that you choose to actively work on should lie at the intersection of the feedback you’ve gotten and the areas that are most important to your own aspirations.

Emotional Intelligence 15

Emotional Intelligence Self-aware 360-Degree Feedback Due Diligence 15

Harvard Business Review

OCTOBER 26, 2017

To explore this question, we analyzed one large organization with an excellent track record of hiring and promoting diverse candidates and a reputation for inclusion. This organization had hired us to administer 360-degree feedback assessments for roughly 4,000 leaders, and agreed to let us use that data for this analysis.

360-Degree Feedback 8

360-Degree Feedback Diversity Dunning Analysis 8

Harvard Business Review

AUGUST 7, 2015

After receiving some 360-degree feedback, we met to discuss the data. The back-and-forth dialogue was a first step in changing both the environment and Robert’s reputation. He was the classic glad-handing, backslapping, high-energy salesman. Further Reading. HBR’s 10 Must Reads on Communication. Add to Cart.

360-Degree Feedback 8

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

Harvard Business Review

NOVEMBER 3, 2014

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. Be blunt with the coach – blunter than you would be with the coachee.

Participative 8

Participative 360-Degree Feedback Executive Coaching How To 8

Harvard Business Review

NOVEMBER 3, 2014

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. Be blunt with the coach – blunter than you would be with the coachee.

Participative 8

Participative 360-Degree Feedback Executive Coaching How To 8

Harvard Business Review

JANUARY 9, 2017

In fact, thousands of academic studies have demonstrated the predictive power of scientific EQ assessments vis-à-vis job performance , leadership potential , entrepreneurship , and employability. Personality, and thereby EQ, is composed of two parts : identity (how we see ourselves) and reputation (how others see us).

Emotional Intelligence 8

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

Harvard Business Review

MARCH 29, 2017

Although leadership talent is normally distributed, 80% of people think they are better-than-average leaders. For instance, leaders who are driven by recognition care a great deal about their reputation. Create a Culture Where Difficult Conversations Aren’t So Hard. Jim Whitehurst. On the upside, they tend to care about results.

Self-aware 8

Self-aware 360-Degree Feedback How To Collins 8

Harvard Business Review

OCTOBER 24, 2017

Hill began to dig into the scholarship around leadership and innovation, she soon realized there was a lot of research on both. What most distinguishes innovation leadership, the book argues, is recognition that innovation is a “team sport,” not the act of a sole inventor. As Harvard Business School Professor Linda A.

Education 8

Education Innovation Execution Content 8

Harvard Business Review

MAY 3, 2016

Hill began to dig into the scholarship around leadership and innovation, she soon realized there was a lot of research on both. What most distinguishes innovation leadership, the book argues, is recognition that innovation is a “team sport,” not the act of a sole inventor. As Harvard Business School Professor Linda A.

Education 8

Education Innovation Execution Content 8

Harvard Business Review

JANUARY 25, 2013

If your boss levels with you in your performance review and provides feedback about where you need to improve, consider yourself lucky — such candid input is typically not the norm. And pay attention to the results of a 360-degree feedback review based on surveys from your boss, peers, and subordinates.

360-Degree Feedback 8

360-Degree Feedback Delegation Career Execution 8

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. And that''s the easier part — changing one''s reputation. Who wouldn''t want a higher level of emotional intelligence?

Emotional Intelligence 10

Emotional Intelligence 360-Degree Feedback Stress Self-aware 10