HR Digest

JANUARY 19, 2023

We started with rigorous leadership assessments, including a 360 review to solicit feedback from my stakeholders and team. We often find that 360-degree feedback is helpful in looking at strengths and development opportunities; however, that was only part of the equation.

Commitment 52

Commitment Real Estate 360-Degree Feedback Human Resources 52

You're Not the Boss of Me

JANUARY 28, 2012

the 360 degree performance assessment type survey. On the face of it, 360-degree assessments present as simple processes; something like the one Bob here is undertaking. ( I’m not a big fan of surveys. That includes, ( dare I say it?), The clip is 62 seconds ).

Survey 52

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

Harvard Business Review

SEPTEMBER 12, 2011

They start with the development of the company's purpose and strategy, and then proceed to design performance management, business and human resource policies, and leadership development practices that are tied to essential human values that then comprise an integrated whole.

360-Degree Feedback 15

360-Degree Feedback Ethics Education Finance 15

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 10

Participative 360-Degree Feedback Executive Coaching How To 10

Harvard Business Review

MAY 15, 2012

She shares the example of Vineet Nayar, the CEO of HCL Technologies, who posted his own 360-degree feedback on the company intranet and encouraged his senior team to do the same. But she discovered that, as a boss seeking feedback, she needed to be quite deliberate.

360-Degree Feedback 20

360-Degree Feedback How To Construction Case Study 20

Harvard Business Review

MAY 16, 2014

Development results from assignments, continuous 360-degree feedback, and close assignment coaching. Human resources Leadership development Talent management' Such sponsorship ensures visibility and credibility of those in the program and positions them well with assignment leaders.

Training 9

Training 360-Degree Feedback Participative Human Resources 9

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

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.” ” 360 assessments are a powerful feedback tool to prevent leaders from being me-deep in fooling themselves. You can build only on strengths. To focus on weakness is not only foolish; it is irresponsible.

Training 116

Training Development 360-Degree Feedback Human Resources 116

Harvard Business Review

MAY 5, 2015

” Supporting data, such as reports or 360-degree feedback: “Siobhan helped Theo learn how to use the new customer database, and she reports that he’s using it on a regular basis.” If you have any questions about legal ramifications, consult with your human resource manager or internal legal team.

Performance Review 8

Performance Review Document Review 360-Degree Feedback 8

Harvard Business Review

AUGUST 17, 2015

Over the last five years, Zenger Folkman has collected 360-degree feedback data on 2,187 HR leaders. Perhaps this is a good moment to evaluate what it is we really want from our HR leaders—and what we don’t.

360-Degree Feedback 8

360-Degree Feedback Skills Positioning Teamwork 8