N2Growth Blog
DECEMBER 12, 2024
Key areas of assessment include employee engagement levels, the quality of decision-making processes, communication effectiveness, and the degree to which leaders embody and promote the organization’s core values. Human Resources professionals play a pivotal role in this identification process.
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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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. Increased morale amongst direct reports, peers, and supervisors–based upon internal surveys, 360 degree feedback of employees, plus anecdotal evidence of Human Resources staff.
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.
Building Personal Strength
OCTOBER 6, 2010
Twenty years ago, 360-degree feedback surveys - which make it easy for you to get feedback from the people who work around you - were different than they are today. They were called instruments because the early 360-degree feedback tools were modeled after psychological tests.
HR Digest
NOVEMBER 13, 2023
If you thought that the growing popularity of AI was just a tech thing that didn’t affect you as an HR professional, then you might need to reconsider your stance on artificial intelligence in human resource management. Contacting these candidates can be a much more efficient way of hiring than interviewing every applicant.
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.
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