Lead Change Blog

NOVEMBER 7, 2016

Jill shares, “Getting 360 degree feedback anonymously can be overwhelming and cause anxiety. John Hunter of the Curious Cat Management Improvement Blog shared Bell Labs Designing a New Phone System Using Idealized Design. We looked to our research to come up with five less common, but more valuable gifts.”

Leadership Development 331

Leadership Development Development Leadership 360-Degree Feedback 331

Chartered Management Institute

NOVEMBER 8, 2024

Blog: “Some of the feedback kept me up at night” Written by Caroline Roberts Friday 08 November 2024 Share Share to Twitter Share to Facebook Share to LinkedIn Share via email Chartered Manager of the Week Sam Canham CMgr FCMI was driven by results above all else. A subsequent conversation with her manager was also eye-opening. “She

360-Degree Feedback 52

360-Degree Feedback Open-book Blog Resources 52

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 “assessment instruments” and were designed exclusively for higher levels of management. Why restrict 360-degree feedback to leaders?

360-Degree Feedback 76

360-Degree Feedback Construction Survey Library 76

Lead Change Blog

NOVEMBER 7, 2016

Jill shares, “Getting 360 degree feedback anonymously can be overwhelming and cause anxiety. John Hunter of the Curious Cat Management Improvement Blog shared Bell Labs Designing a New Phone System Using Idealized Design. We looked to our research to come up with five less common, but more valuable gifts.”

Leadership Development 201

Leadership Development Development Leadership 360-Degree Feedback 201

Strategy Driven

JUNE 13, 2024

In the intricate dance of daily operations within any organization, one essential element stands out as the backbone of success: accountability. Implementing Regular Feedback and Performance Reviews Implementing regular feedback and performance reviews is crucial for fostering a culture of continuous improvement within an organization.

360-Degree Feedback 93

360-Degree Feedback Performance Review Construction Review 93

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. Leaders who operate in this mode lose their peers in no time flat.

Bottom-up 177

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

HR Digest

JANUARY 19, 2023

I’ve found it helpful to work with an executive coach, who can give me objective advice and operates as a sounding board. I’ve found it helpful to work with an executive coach, who can give me objective advice and operates as a sounding board. The HR Digest: The LGBTQ+ initiative that was taken by JLL was admirable.

Commitment 52

Commitment Real Estate 360-Degree Feedback Human Resources 52

Strategy Driven

JANUARY 24, 2011

It appears Nokia was not able to coordinate decisions and activities across departments or levels of management. Many innovative ideas became the victims of in-fighting among managers who had competing objectives. When one million bottles of St. For example, some of Toyota’s former U.S. senior executives believe that keeping the U.S.

Execution 67

Execution Company 360-Degree Feedback Cooper 67

LDRLB

JUNE 13, 2014

DAVID: And author of now the fifth edition of the book “Performance Management” which is the source for performance management research, for insight on performance management. I feel like feedback needs to be much more immediate than that. In the corporate world, it takes six months to a year to get feedback.”.

Long-term 84

Long-term 360-Degree Feedback Books Learning-by-Doing 84

Experience to Lead

SEPTEMBER 28, 2023

These actionable insights serve as templates and inspire leaders to craft their own feedback, fostering a climate of achievement and mutual respect. What is Leadership Feedback? This feedback aims to give insight into how their actions and decisions affect their team, the organization and broader stakeholders.

Examples 52

Examples Team Succession Leadership 52

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.

360-Degree Feedback 16

360-Degree Feedback Review Participative Survey 16

Harvard Business Review

MAY 23, 2014

Out of all the management questions we should be asking, this is surely the least asked. First, morality is hard to define, especially without getting too philosophical, and management writers are typically allergic to metaphysics. This is particularly important for direct line managers. Create an altruistic culture.

Management 15

Management 360-Degree Feedback Ethics Morale 15

Harvard Business Review

JUNE 21, 2012

My knowledge of corporate leaders' 360-degree feedback indicates that one out of four of them has a listening deficit—the effects of which can paralyze cross-unit collaboration, sink careers, and if it's the CEO with the deficit, derail the company. This released GE managers' energy to grow their businesses with new ideas.

360-Degree Feedback 21

360-Degree Feedback Welch Active Listening CEO 21

Harvard Business Review

JULY 10, 2012

In writing the book Sales Growth , we've found that CEOs who put sales management at the heart of their agenda have captured astonishing growth — outstripping their peers by 50 to 80 percent in terms of revenue and profitability. CEOs generally don't want changes to how their sales force operates for fear of killing the golden goose.

CEO 17

CEO 360-Degree Feedback Contract Manufacturing Supply Chain 17

Harvard Business Review

DECEMBER 15, 2017

aren’t taught management skills in medical school. 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.

Training 15

Training Health Care Management Long-term 15

Harvard Business Review

FEBRUARY 25, 2014

In 2013, my partners and I conducted a combination of surveys and interviews with over 270 female managers in Fortune 500 organizations to determine what they liked and disliked about business meetings, and one of the things that repeatedly fell into the dislike column was politics. Leadership transitions Managing yourself'

Politics 11

Politics 360-Degree Feedback Skills Seminar 11

Harvard Business Review

JULY 6, 2017

Our data included executives’ scores on personality and emotional intelligence assessments, interviews with their managers and HR, and our case notes. They were more likely to operate based on black-and-white ideals, such as, “There is one best idea that should prevail” or “I am running a pure meritocracy.”

Execution 15

Execution 360-Degree Feedback Executive Coaching Sample 15

Harvard Business Review

MAY 16, 2014

He then spent a year in product development and after that, served on the shop floor as an operations leader. Each step of the way, he was given feedback and his next assignment was based on his biggest skill gap. He finally became a key account manager for one of our biggest clients.

Training 9

Training 360-Degree Feedback Participative Human Resources 9

Harvard Business Review

JUNE 11, 2014

Another endorsed “willingness to learn and adapt to changing environments,” and a third urged “adaptability, the ability to operate in multi-cultural environments and the openness to learn.” Several respondents advocated a “strong and diverse network” and openness to 360-degree feedback—that is, not just feedback from supervisors.

360-Degree Feedback 10

360-Degree Feedback Self-aware Mentor Consultative 10

Harvard Business Review

MARCH 23, 2016

We collected these ratings from their 360-degree feedback surveys.) To see if we could replicate this effect, we asked 307 working adults to review a hiring decision made by a fictitious manager. Basically, all managers were judged harshly if they hired someone who looked like them, unless they were a white male.

Diversity 8

Diversity 360-Degree Feedback Survey Participative 8

Harvard Business Review

APRIL 24, 2015

Most of us assume that people will change their behavior when told to do so by a person with authority (you, the manager). Carrot and stick performance management processes and the behaviorist approach upon which they are based are deeply flawed, and yet most of us start (and end) there, even in the most innovative organizations.

Emotional Intelligence 8

Emotional Intelligence Development 360-Degree Feedback How To 8

Harvard Business Review

DECEMBER 29, 2015

At Cisco, we designed an in-depth executive assessment to help us profile each of our topmost leaders: strengths, development needs, aspirations, strategic capabilities, blind spots, operational capabilities, how they develop their teams, how they fare in big-stage versus one-on-one communications, and so on.

360-Degree Feedback 8

360-Degree Feedback CEO Leadership Pipeline Execution 8

Harvard Business Review

DECEMBER 9, 2015

Managers often decide that the real issue for employees is how much money they make. Most employees are not coin-operated, and more money does not lead to more engagement. It takes a careful mix of mission, management, and culture. What can companies do to build satisfaction, engagement, and ultimately inspiration?

360-Degree Feedback 8

360-Degree Feedback Maslow Mission Statement Bureaucracy 8

N2Growth Blog

OCTOBER 25, 2024

Administrator: Focuses on structure, rules, and operational efficiency. Our assessments equip leaders to identify and move the right leaders fluidly between key roles as needed, ensuring they can drive innovation while maintaining operational efficiency. Entrepreneur: Drives innovation, creativity, and growth.

Agility 269

Agility Leadership Development Quinn 360-Degree Feedback 269

N2Growth Blog

FEBRUARY 1, 2025

Gather 360-Degree Feedback: Collect honest perspectives from peers, direct reports, and managers to pinpoint both strengths and areas for development. Combine Quantitative and Qualitative Data: Merge performance metrics with feedback insights to create a holistic view of leadership impact.

Team 221

Team Leadership Self-aware 360-Degree Feedback 221

Harvard Business Review

JANUARY 14, 2015

In 2013, we conducted a number of interviews and surveyed 270 female managers in Fortune 500 organizations to determine what they liked and disliked about business meetings. We’ve observed time and again in 360-degree feedback surveys that women executives believe politics present a particular dilemma for them.

Politics 8

Politics Strategy 360-Degree Feedback Mentor 8