Options for Supporting Leaders Who Have Received Feedback

  Options for Supporting Leaders Who Have Received Feedback   An organization’s goal should be to provide the most helpful, personalized guidance possible, given the practical limits of time and budget. To ensure that leaders get value from feedback (and turn it into action), most organizations provide professional guidance when delivering feedback reports to leaders.…

Coaching Leaders by Asking Questions

  Coaching Leaders by Asking Questions   The best coaches lead by asking questions, engaging executives in the feedback, and driving to specific plans for improvement. Feedback results in development only if the leader a) understands the feedback, b) appreciates its importance, c) identifies specific actions that will lead to improvement, d) makes a commitment…

Why Leaders Need 360 Feedback

  Why Leaders Need 360 Feedback 360 degree assessment, a formal, structured process for soliciting feedback from coworkers, has grown in popularity throughout the U.S. and abroad. The process provides valuable insight that individuals typically cannot gain from informal conversation with coworkers. Compared to information feedback, 360 feedback offers the following advantages:   More Openness…

360 Quick Assessment Plan

  In many organizations, making the decision to implement a 360 program is easy.  Once the decision has been made, however, it doesn’t take long for organizations to become overwhelmed by the myriad of options facing them.  The purpose of this document is to cover key information for planning the implementation of a 360 program. …

Revolution 360

  Trust is at the heart of employee engagement, productivity, creativity and sustainable business as a whole. When employees feel they can trust their organization and their leaders, it’s easier for them to also feel aligned to the company’s mission, its products and their work. Building and maintaining trust starts with leaders. Leaders who aren’t…

Check-Up 360 Outcomes

  Follow-up Effectiveness Study After both parts of this study were completed, the results showed that a huge majority of leaders (95%) were now perceived as responding to their direct reports and/or doing at least a “little follow-up.” More than half of the leaders (55%) did “consistent” follow-up and approximately a third (31%) did frequent…