N2Growth Blog

JULY 12, 2024

Effective leadership succession fills the vacancy left by a departing leader, ensuring a seamless transition and continuity in the organization’s strategic direction and operations. Tools such as talent assessments, leadership performance reviews, 360-degree feedback, or personality tests can provide insights here.

Planning 195

Planning Succession Tips 360-Degree Feedback 195

Lead Change Blog

NOVEMBER 7, 2016

Jill shares, “Getting 360 degree feedback anonymously can be overwhelming and cause anxiety. Paul summarizes, “Striking a balance between cultural and operational parameters that allows your employees room to innovate is always a challenge. ” Find Evan on Twitter at @evansinar.

Leadership Development 331

Leadership Development Development Leadership 360-Degree Feedback 331

Chartered Management Institute

NOVEMBER 8, 2024

Sam started with the company as a laptop repair engineer in 2011, progressing to line manager and then operations manager. But she had always been driven by numbers and deadlines; she admits that she wasn’t very good with the people side of management. “At

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 instruments because the early 360-degree feedback tools were modeled after psychological tests.

360-Degree Feedback 76

360-Degree Feedback Construction Survey Library 76

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. Additionally, incorporating 360-degree feedback from peers, direct reports, and supervisors can provide a well-rounded view of an employee’s performance.

360-Degree Feedback 93

360-Degree Feedback Performance Review Construction Review 93

Lead Change Blog

NOVEMBER 7, 2016

Jill shares, “Getting 360 degree feedback anonymously can be overwhelming and cause anxiety. Paul summarizes, “Striking a balance between cultural and operational parameters that allows your employees room to innovate is always a challenge. ” Find Evan on Twitter at @evansinar.

Leadership Development 201

Leadership Development Development Leadership 360-Degree Feedback 201

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

Marshall Goldsmith

APRIL 8, 2017

As an executive coach, I help people understand how our beliefs and the environments we operate in can trigger negative behaviors. Through simple and practical advice, I help people achieve and sustain positive behavioral change. My mission is simple.

Executive Coaching 79

Executive Coaching Execution 360-Degree Feedback Video 79

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

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.

Examples 52

Examples Team Succession Leadership 52

Strategy Driven

JANUARY 24, 2011

Plus, as a result of a lack of cross-organizational coordination and cooperation, Nokia wasn’t able to improve its proprietary operating system, Symbian, which would have allowed it to support a more sophisticated smartphone. Many innovative ideas became the victims of in-fighting among managers who had competing objectives.

Execution 67

Execution Company 360-Degree Feedback Cooper 67

LDRLB

JUNE 13, 2014

That’s where your friend was right that the whole idea of feedback is if feedback is delayed, it’s ineffective, inefficient at least. DAVID: I think that’s a huge distinction, I feel like a lot of people ran with that as the idea for why we need 360 degree feedback.

Long-term 84

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

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

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. He wasn't alone in that regard. Prime the Pump.

360-Degree Feedback 21

360-Degree Feedback Welch Active Listening CEO 21

Harvard Business Review

JULY 10, 2012

But winning CEOs demand analytics from their sales organization (much as they do from operations or strategy) to help understand everything from the effectiveness of sales campaigns to opportunity analysis to performance reviews. For example, use regression analyses of performance and 360-degree feedback data to determine training priorities.

CEO 17

CEO 360-Degree Feedback Contract Manufacturing Supply Chain 17

Harvard Business Review

MAY 23, 2014

Hence much of the management world operates under the illusion that employees are generally ethical, and that bad apples are not only an exception but also easy to detect. Yet dishonest work behaviors, such as staff abuse, rule bending, and theft cost the economy billions.

Management 15

Management 360-Degree Feedback Ethics Morale 15

Harvard Business Review

JULY 6, 2017

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.” In fact, classic lifespan literature indicates that adults become more open over time and less entrenched in their thinking.

Execution 15

Execution 360-Degree Feedback Executive Coaching Sample 15

Harvard Business Review

DECEMBER 15, 2017

Some health care businesses use duplicate dyad management structures—one to oversee the clinical enterprise and another to oversee the business and operations that support the clinical enterprise. The dyad model can help break down silos, improve the way clinical and operations leaders work together, and coordinate care.

Training 15

Training Health Care Management Long-term 15

Harvard Business Review

FEBRUARY 25, 2014

In reviewing several thousand 360-degree feedback surveys we found that both women and their managers cite political savvy as an ongoing development need for women. Politically speaking, operating in “survival mode” can leave us isolated.

Politics 11

Politics 360-Degree Feedback Skills Seminar 11

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. Development results from assignments, continuous 360-degree feedback, and close assignment coaching.

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.) As organizations seek to reflect the broader societies in which they operate, increasing racial and gender balance is becoming more urgent.

Diversity 8

Diversity 360-Degree Feedback Survey Participative 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

Most employees are not coin-operated, and more money does not lead to more engagement. This starts with 360-degree feedback to assess each leader’s current ability to inspire; it includes workshops and individual training to help executives become the most inspirational leaders that they can be.

360-Degree Feedback 8

360-Degree Feedback Maslow Mission Statement Bureaucracy 8

Harvard Business Review

APRIL 24, 2015

What does work is a) helping people find a deep and very personal vision of their own future and b) then helping them see how their current ways of operating might need a bit of work if that future is to be realized. If you are now truly coaching him, you’re trusted and he’ll listen to you. Still, that’s probably not enough.

Emotional Intelligence 8

Emotional Intelligence Development 360-Degree Feedback How To 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

We’ve observed time and again in 360-degree feedback surveys that women executives believe politics present a particular dilemma for them. On the other, they acknowledge that it’s all but impossible to operate above the political fray.

Politics 8

Politics Strategy 360-Degree Feedback Mentor 8