Great Leadership By Dan

OCTOBER 9, 2018

We are born with the ability to listen, yet somehow managers, at some point in their careers, seem to forget how to use this natural born gift. Listening is one of the most consistently lowest rated behaviors in 360 degree feedback assessments for managers. Listening isn’t rocket science.

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360-Degree Feedback Management Self-aware Open-book 289

Lead Change Blog

JANUARY 27, 2017

One of the most effective ways of doing this is having the leader go through a 360-degree feedback process, where the people they are leading rate the leader’s style and performance. The raters often include the leader him or herself and the leader’s boss(es), peers, and direct reports— hence a “360-degree” view.

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360-Degree Feedback Open-book Report Survey 150

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. Effective peer relationships are one of the consistent predictors of career advancement. . No one knows quite what is going on. Now Available For Pre-Order (click here).

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360-Degree Feedback Hypercompetition Objective Workshop 180

Modern Servant Leader

MAY 22, 2012

After all, you have responsibility for their career (at least in part), compensation and delivery commitments. As a result, this person should be especially interested in your feedback and guidance. This increases the degree of your influence. Comprehensive Feedback. Direct Influence.

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360-Degree Feedback Management Constraint Leadership 252

Lead Change Blog

DECEMBER 4, 2018

Dan shares: “ Listening is one of the most consistently lowest rated behaviors in 360 degree feedback assessments for managers. Joel Garfinkle of the Career Advancement Blog submitted Self-Defeating Behavior. For some, it can sabotage promotions or careers. ” Find David on Twitter at @davidmdye.

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Leadership Development Development Review Leadership 276

Persuasive Powerhouse

FEBRUARY 28, 2017

Some years ago, I participated in a 360-degree feedback assessment. It sits on the shelf, waiting for me to do something with it (realistically, it is no longer relevant to my current career). I still have the report. When this report was stealthily plopped on my desk I was in a dilemma about what to do with it.

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360-Degree Feedback Report Participative Content 100

Lead Change Blog

NOVEMBER 7, 2016

Jill shares, “Getting 360 degree feedback anonymously can be overwhelming and cause anxiety. Joel Garfinkle of the Career Advancement Blog submitted 5-Step Plan to Developing Your Personal Brand. Then it’s no surprise that you’re not moving up in your career. Implement this 5-step plan for career advancement.”

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Marshall Goldsmith

JANUARY 6, 2014

In my career, I am sort of a pioneer. I was one of the original developers of something called 360 degree feedback. If I look back upon what I have contributed in my career, my largest contributions have all come from stuff that I made up. You will just feel like an imposter or a phony.

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

Lead Change Blog

JULY 7, 2015

Dan points out that “bad decisions can ruin an organization and kill careers. Have you been given feedback that you need to improve your decision making? Managers often get poor grades from 360 degree feedback assessments in the areas of quality and timeliness of decisions.” If so, you are not alone.

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Leadership Development Development Innovation Leadership 150

Lead Change Blog

NOVEMBER 7, 2016

Jill shares, “Getting 360 degree feedback anonymously can be overwhelming and cause anxiety. Joel Garfinkle of the Career Advancement Blog submitted 5-Step Plan to Developing Your Personal Brand. Then it’s no surprise that you’re not moving up in your career. Implement this 5-step plan for career advancement.”

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Leadership Development Development Leadership 360-Degree Feedback 201

Experience to Lead

SEPTEMBER 28, 2023

Here are some different types of leadership feedback: Formal Performance Reviews: These are regularly scheduled feedback sessions (often annually or semi-annually) where leaders receive feedback about their performance from superiors. The idea is to get a holistic view of a leader’s performance. .”

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Examples Team Succession 360-Degree Feedback 52

Marshall Goldsmith

MAY 5, 2014

You don’t enhance your career. I have reviewed 360-degree feedback reports on leaders at all levels in major corporations, and a substantial number of executives are rated poorly on the item “avoids destructive comments about other people or groups.” This is not just true for employees.

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360-Degree Feedback Learning-by-Doing Survey CEO 122

Marshall Goldsmith

AUGUST 22, 2011

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. It also probably explains why you don't do many things in your life and career that you know you should.

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Jesse Lyn Stoner Blog

MARCH 4, 2013

Miller of The People Equation explores how coaching, training and 360 degree feedback is a key strategy for creating an organization that’s responsive to change. Joel Garfinkle of Career Advancement Blog discusses three best practices in recruiting and retaining talent in What’s It Worth to You? Valuing Human Capital.

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Leadership Development Development Leadership 360-Degree Feedback 205

Marshall Goldsmith

DECEMBER 31, 2012

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. It also probably explains why you don’t do many things in you own life and career that you know you should.

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360-Degree Feedback Follow-up Bottom-up Participative 102

Marshall Goldsmith

JUNE 7, 2011

As they consider opportunities to advance their careers, talented 'high potentials' share five concerns. To what degree can I trust you to develop my talents and skills? How do you honor requests for 'next steps' in my career progression? Do What's in Your Heart I was one of the original developers of 360-degree feedback.

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360-Degree Feedback Learning Curve Budgeting Career 118

Marshall Goldsmith

OCTOBER 23, 2012

Dealing with Feedback. Confidential 360-degree feedback is the best way for successful people to identify what they need to improve in their relationships. Combine that power with the predictable “kill the messenger” response to negative feedback, and you can see why emperors continue to rule without clothes.

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

Experience to Lead

NOVEMBER 3, 2023

Whether it’s your social life, family or career, one thing you can count on is the consistency of change. 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.

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Strategy Development Leadership 360-Degree Feedback 52

HR Digest

AUGUST 13, 2023

Encouraging employees to pursue certifications, advanced degrees, or specialized training relevant to their roles. Implementing mentoring or coaching programs to provide guidance and support for career advancement. Providing training on giving and receiving constructive feedback to enhance communication and growth.

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Environment Positioning Strategy Diversity 52

Marshall Goldsmith

MAY 1, 2012

Most of us hate getting negative feedback, and we don't like to give it. I have reviewed summary 360-degree feedback reports for more than 50 companies. Rightly or wrongly, feedback is associated with judgment. This can lead to very negative - even career-limiting - consequences when given to managers or peers.

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360-Degree Feedback Participative Committee Efficiency 127

Building Personal Strength

MAY 20, 2012

Revolutionary feedback system. We just wanted it to actually work to change people's behavior patterns to make them more effective in their careers, in leadership, in small business, in relationships, in parenting, and in preparing young people for success as adults. Or both simultaneously. Post by Dennis E. Coates, Ph.D.,

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Development 360-Degree Feedback Learning-by-Doing Video 84

Marshall Goldsmith

FEBRUARY 1, 2012

Most of us hate getting negative feedback, and we don't like to give it. I have reviewed summary 360-degree feedback reports for more than 50 companies. Rightly or wrongly, feedback is associated with judgment. This can lead to very negative - even career-limiting - consequences when given to managers or peers.

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360-Degree Feedback Participative Committee Efficiency 114

Marshall Goldsmith

MAY 3, 2011

This should have been the apex of Mike's young career. I just reviewed my 360-degree feedback. But Mike put up astounding numbers with his trades. His profit contribution was so vast that the CEO promoted him into management. Instead, it exposed his bad side. My coworkers have been helping me improve.

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360-Degree Feedback Gordon CEO Learning-by-Doing 115

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. Master the Four Behavioral Styles and Transform Your Relationships, Your Career…Your Life.

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360-Degree Feedback Core Competence Analysis Open-book 67

Marshall Goldsmith

AUGUST 5, 2012

Most of us hate getting negative feedback, and we don’t like to give it. I have reviewed summary 360-degree feedback reports for more than 50 companies. Rightly or wrongly, feedback is associated with judgment. For example, if you want to be a better listener, almost any fellow human can give you ideas.

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360-Degree Feedback Participative Committee Positioning 89

Marshall Goldsmith

APRIL 19, 2011

Dealing with Feedback Confidential 360-degree feedback is the best way for successful people to identify what they need to improve in their relationships. Successful people tend to have two big problems dealing with negative feedback: 1) they don't want to hear it from us, and 2) we don't want to give it to them.

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360-Degree Feedback Commitment Information Learning-by-Doing 112

Harvard Business Review

FEBRUARY 21, 2018

And yet what we see when we administer 360-degree feedback surveys on behalf of these leaders is that the executives with really low scores in one or more areas are often completely unaware of their fatal flaws. Fatal flaws, however, are different. And here, that blindness has a steep cost.

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360-Degree Feedback Self-aware Bottom-up Learning-by-Doing 14

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. Throughout my career, I have had the opportunity to interview hundreds of leaders in the did-nothing category.

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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. So avoid any hint of defensiveness since that will tend to shut down a mentor or leader’s feedback.

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Career 360-Degree Feedback Mentor Long-term 9

The Practical Leader

MAY 15, 2024

Waayyy back in the early days of my career, I was a young door-to-door sales rep and then sales manager with Culligan Water Conditioning. The Training and Development section of our website has over 100 blogs, articles, and book excerpts on this topic that’s been at the center of my career.

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Training Development 360-Degree Feedback Human Resources 116

Harvard Business Review

SEPTEMBER 7, 2012

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. Maybe that's why our blood comes to a slow boil when we see a popular columnist arguing that 360-degree feedback programs fail.

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360-Degree Feedback Review Participative Survey 15

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. These are the people who have great careers in front of them. The people that I am coaching are all potential CEOs and the company is making a real investment in their development.

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

Harvard Business Review

JULY 14, 2014

In the process of coaching hundreds of top female executives over the past decade, we’ve routinely interviewed hiring managers and pored-over 360-degree feedback reports in search of trends and commonalities. This is the range of comments we see everyday from women in 360-degree feedback conversations.

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360-Degree Feedback CFO Career Trends 9

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. My answer was simple, “Because I like the results.&#

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

Harvard Business Review

MAY 16, 2014

But let’s say you are growing geographically and are struggling to hire enough people who align with your culture and expectations; or you have recently acquired another company and need to bring their leaders into your fold; or you are hiring a lot of people at mid-career who have not had the advantage of going through a formal entry-level program.

Training 8

Training 360-Degree Feedback Participative Human Resources 8

Harvard Business Review

APRIL 14, 2017

Or a 360-degree feedback report. ” Nira’s thoughts raced with all the reasons this feedback was ridiculous: I am the creative director of this company. This is contrary to every piece of feedback I’ve received my entire career. Maybe it’s your performance review.

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360-Degree Feedback Creativity Learning-by-Doing CEO 15

Harvard Business Review

APRIL 4, 2013

While, certainly, some individual women may find themselves disliked as they move up the organization, our aggregate data show the opposite is more common — that male leaders are perceived more negatively as they rise, whereas women generally maintain their popularity throughout their entire careers.

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