Next Level Blog

MARCH 27, 2019

When you do something long enough you eventually start seeing patterns in the data. What do positive short-term and long-term outcomes look like? 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!).

Leadership Development 134

Leadership Development Development 360-Degree Feedback Leadership 134

Marshall Goldsmith

JANUARY 6, 2014

She then wrote this very long story about me that was published and sent to 800,000 people. In the long run, any success you achieve, if you don’t act like yourself, won’t seem real anyway. I was one of the original developers of something called 360 degree feedback. You are good enough.

360-Degree Feedback 172

360-Degree Feedback Long-term Drucker Learning-by-Doing 172

Lead Change Blog

NOVEMBER 7, 2016

Jill shares, “Getting 360 degree feedback anonymously can be overwhelming and cause anxiety. What’s more appropriately called executive managerial leadership (as opposed to the overused, feel good term “leadership”), those at the helm of companies or government agencies have huge responsibilities.”

Leadership Development 331

Leadership Development Development Leadership 360-Degree Feedback 331

Next Level Blog

OCTOBER 29, 2010

She’s a long term high performer with her company and the mother of two high school students. It was easy to see from Nancy’s 360 report how well thought of she is by her colleagues and our conversation made it clear why she is. One of the calls was with a leader who I’ll call Nancy.

360-Degree Feedback 179

360-Degree Feedback Executive Coaching Blog Letter 179

HR Digest

AUGUST 13, 2023

Provide Opportunities for Learning and Growth Supporting employee learning and development is essential for creating a positive work environment and promoting long-term employee satisfaction. Providing training on giving and receiving constructive feedback to enhance communication and growth.

Environment 52

Environment Positioning Strategy Diversity 52

Lead Change Blog

NOVEMBER 7, 2016

Jill shares, “Getting 360 degree feedback anonymously can be overwhelming and cause anxiety. What’s more appropriately called executive managerial leadership (as opposed to the overused, feel good term “leadership”), those at the helm of companies or government agencies have huge responsibilities.”

Leadership Development 201

Leadership Development Development Leadership 360-Degree Feedback 201

Marshall Goldsmith

APRIL 8, 2017

First, he solicits “360 degree feedback” — he asks their colleagues and sometimes their families, too, for comprehensive assessments of their strengths and defects — and he confronts them with what everybody really thinks. I am proud of this. I am proud to have helped coaching come into its own as an industry.

Executive Coaching 79

Executive Coaching Execution 360-Degree Feedback Video 79

Marshall Goldsmith

JANUARY 27, 2014

Tools such as 360-degree feedback and mini-surveys can be done online, at low cost as needed. They are often long, slow, awkward, and boring. Leaders will not use them for long. In many cases, leaders need to improve long-term interpersonal relationships. Provide coaching for more leaders.

360-Degree Feedback 121

360-Degree Feedback Long-term Globalization Tools 121

Experience to Lead

NOVEMBER 3, 2023

This leadership strategy encourages collaboration and ultimately sets a team up for long-term success. You might assess current leadership capabilities through competency-based assessments and encouraging 360-degree feedback. Acknowledge your strong points and define areas where there may be room for improvement.

Strategy 52

Strategy Development Leadership 360-Degree Feedback 52

Marshall Goldsmith

NOVEMBER 11, 2013

If your coach does not give up on you when you fail in the short run, you will more likely succeed in the long run. 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.

360-Degree Feedback 146

360-Degree Feedback Construction Follow-up Resistance 146

Marshall Goldsmith

FEBRUARY 3, 2014

Leaders in the company received 360-degree feedback to help them understand how their actual behavior was seen as matching this desired profile. All were trained to respond to co-workers on their feedback using a very simple follow-up process.

360-Degree Feedback 166

360-Degree Feedback Follow-up Ethics Learning-by-Doing 166

Your Voice of Encouragement

JUNE 3, 2011

In his 360-degree feedback report, everyone agreed he was a great guy to be around, brimming with good cheer and optimism, but that he couldn’t be counted on to properly plan and deliver complex projects. The first step is to identify your core competencies.

360-Degree Feedback 67

360-Degree Feedback Core Competence Analysis Open-book 67

Marshall Goldsmith

OCTOBER 16, 2012

Leaders in the company received 360-degree feedback to help them understand how their actual behavior was seen as matching this desired profile. Long-term change in leadership effectiveness takes time, follow-up and discipline, not just understanding.

360-Degree Feedback 96

360-Degree Feedback Follow-up Ethics Training 96

Marshall Goldsmith

OCTOBER 7, 2013

” Neither of these is a good metric for achieving a positive, long-term change in behavior. In terms of liking the coach – I have never seen a study that showed that clients’ love of a coach was highly correlated with their change in behavior. ” and “How much time did I spend in coaching?”

Leadership 117

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

LDRLB

JUNE 13, 2014

I like to think of you as the one who coined the term. AUBREY: The term “Performance Management” probably has a long history but the way it is typically used is it means performance appraisal. Most people today try to change it with what we call … the technical term is “Ahead of Sins”. Why do you think that is?

Long-term 84

Long-term 360-Degree Feedback Books Organizational Behavior 84

Harvard Business Review

SEPTEMBER 7, 2012

Indeed, as we mature, it seems that fewer and fewer things actually make a long-term difference in our lives. 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.

360-Degree Feedback 15

360-Degree Feedback Review Participative Survey 15

Harvard Business Review

SEPTEMBER 29, 2015

The 360-degree feedback instrument we use collects data on 49 leadership behaviors. They focus more on day-to-day decisions and put less emphasis on the long-term view. Virtually all organizations will need to appoint younger managers to fill vacancies left by the retirement of long-term predecessors.

Management 8

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

Harvard Business Review

FEBRUARY 4, 2014

In most organizations, professionals who want to move up get lots of feedback. Many companies provide you with so-called 360-degree feedback based on anonymous surveys from your boss, peers, and direct reports. Understand that most people, including senior leaders, are uncomfortable providing this feedback.

Career 9

Career 360-Degree Feedback Mentor Long-term 9

Harvard Business Review

APRIL 24, 2015

In practical terms, that means not trying to stage-manage board interactions. When I took over at The Hartford, the management team took up most of our board meetings going through long slide decks. Openness and transparency in board meetings over time can go a long way toward making everyone comfortable with everyone else.

CEO 8

CEO 360-Degree Feedback Management Charisma 8

Harvard Business Review

MAY 29, 2013

That does not mean we cannot change it, but, realistically, long-term improvements will require a great deal of dedication and guidance. 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 11

Emotional Intelligence 360-Degree Feedback Stress Self-aware 11

Harvard Business Review

JANUARY 9, 2017

Turning self-deception into self-awareness will not happen without accurate feedback, the kind that comes from data-based assessments such as a valid personality tests or 360-degree feedback surveys. Proactively and frequently sharing knowledge and resources without an expectation for reciprocity will go a long way.

Emotional Intelligence 8

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

Harvard Business Review

JUNE 11, 2014

The terms “flexible,” “adaptable,” and “curious” came up frequently. Several respondents advocated a “strong and diverse network” and openness to 360-degree feedback—that is, not just feedback from supervisors. Some cautioned, too, that flexibility ought not to displace long-term objectives.

360-Degree Feedback 8

360-Degree Feedback Self-aware Mentor Consultative 8

Harvard Business Review

JULY 10, 2013

These are different behaviors, and it is just as possible that a strong strategic focus on the future can help executives recognize and quickly change tactics day-to-day because they can understand the long-term impact of today''s problems.

360-Degree Feedback 8

360-Degree Feedback Drucker Tactics Leadership Development 8

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. They over focus on short term results and under focus on relationships.

Bottom-up 177

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

Harvard Business Review

MARCH 15, 2013

Effectiveness" was measured according to financial performance, customer satisfaction ratings, and 360-degree feedback ratings of the team members. So, while a little negative feedback apparently goes a long way, it is an essential part of the mix. Our firm provides 360-degree feedback to leaders.

360-Degree Feedback 14

360-Degree Feedback Groupthink Construction Self-aware 14

Harvard Business Review

SEPTEMBER 12, 2011

Southwest's business policies — little or no long-term debt and growth limited to two cities a year, despite opportunities to expand much faster — allow it to minimize the financial and cultural risk that comes with debt and rapid growth. With all too few exceptions, this is not what is taught at business schools.

360-Degree Feedback 14

360-Degree Feedback Ethics Education Human Resources 14

Harvard Business Review

DECEMBER 15, 2017

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. Yet most doctors in the U.S.

Training 14

Training Health Care Management 360-Degree Feedback 14

Harvard Business Review

JUNE 21, 2016

But if an employee doesn’t seem to “get it” over time, you may have to become more assertive and definitive about your perceptions — as well as the perceptions of those who contributed 360-degree feedback.

Performance Review 11

Performance Review Review 360-Degree Feedback Follow-up 11