What makes for good leadership?…Why it’s 360 Degree Feedback of course!

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There have been many articles reciting research around this topic of what makes for good leadership; common to them is the level of self-awareness great leaders have of their strengths, which can be highlighted effectively through 360 degree feedback.

The Huffington Post (a good read) has such an article and concisely captures this theme, drawing on one of the major studies in this area by Gallup in 2008.

The ability for leaders to have a clear sense of identity, set of values and appreciation of where their strengths lie, provides the confidence and a focus of how to best apply themselves to acheive outstanding results.

Such self-awareness can prompt a similar insight into others skills, capabilities and strengths, thereby enabling a good leader to recognise what to cultivate, develop or bring in if desired strengths are absent.

Interestingly, it is often the confidence in oneself that allows the ego to be placed to one side – and ego rarely delivers a good outcome where leadership is concerned!

John

 

 

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Free Webinar@6th March – Successfully Implementing 360 Degree Feedback

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Further to our announcement a few weeks back, this live event is now open for self-registration via our Eventbrite page; link below:

http://www.eventbrite.co.uk/event/3008970913


The webinar will focus on four key elements of 360 degree feedback implementation, namely: 


  • Design of the competency frameworks, questionnaire, and rating scale
  • Understanding the different type of 360 reports; what works when
  • How to build the case for 360; getting senior level 'buy-in'
  • How to share the feedback report in the one-to-one debrief session

In addition, we will be demonstrating an online 360 degree feedback system to show how easily recipients, respondents and administrators can engage in the process if correctly designed.

We look forward to welcoming some of you to the session; many thanks.
John

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Please complete our short survey on your Performance Appraisal experiences

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We have created a very short survey to gather feedback on your experience of Performance Appraisals within your organisation

Everyone who responds will be given the opportunity to obtain a copy of the results and the chance to win a free session of line manager performance appraisal training for their business.

To participate, just click on the link below:

Implementing Performance Appraisals Survey

Thanks for taking part; we look forward to sharing the results soon!

John

 

 

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Cultural differences highlighted in 360 degree feedback?

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An insightful article within the Harvard Business Review Blog, as one would expect, regarding the results of Scott Edinger's experience in conducting a 360 degree feedback proccess as part of a leadership development initiative within a firm at it's Chinese Headquarters.

Initially, it seems to be that there is a clear 'East/West' divide, with leaders in China being perceived more favourably by their respondents against the same leadership dimensions, as compared to their US counterparts; a myriad of reasons come to the fore as to why this might be and no doubt one could speculate endlessly.

However, I liked the switch of focus within the article that simply asked a different question; looking to similarities rather than differences. This drives the article to a more interesting conclusion which highlights actually how regardless of culture, the expectations of business leaders is somewhat consistent; the ability to inspire, motivate, and get results.

Our own experience mirrors this in many ways; despite clients having tailored competency frameworks which underpin 360 degree feedback for their leadership development initiatives, those desired leadership competencies have many universal & common themes each time.

The culture of an organisation then, will then more often imprint itself through language, terminology, phrasing and style of the competencies.

Great leaders create followers, and more leaders, wherever they find themselves.

John

 

 

 

 

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360 Degree Feedback…it’s evolution

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A post to share something that made me laugh on the topic of 360 degree feedback; it's brief, random and scathing, but the last paragraph raises a smile about it's origins.

Check out 'The Thoughts of Chairman Bill'

John

 

 

 

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Free Webinar@6th March 2012 – Successfully implementing 360 feedback

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Here are the details of our first live event this year; an online webinar outlining how to successfully implement 360 degree feedback :

Date: 6th March 2012
Time: 2pm GMT
Duration: 45 minutes

The webinar will focus on four key elements of 360 degree feedback implementation, namely: 

  • Design of the competency frameworks, questionnaire, and rating scale
  • Understanding the different type of 360 reports; what works when
  • How to build the case for 360; getting senior level ‘buy-in’
  • How to share the feedback report in the one-to-one debrief session

In addition, we will be demonstrating an online 360 degree feedback system to show how easily recipients, respondents and administrators can engage in the process if correctly designed.

If you are interested, then please click on the ‘Get in Touch’ button opposite and register your details; in the field which says ‘My project is…’ just add the word ‘Webinar’.

You will then receive an email requesting you to confirm your interest. just click on the link within this, and we will then send out joining instructions for the ‘Gotomeeting’ webinar session.

We look forward to welcoming some of you to the session; many thanks.

John

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Divided by a common language

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I was in the US last weekend.  I was working hard in the Florida Keys! 

Whenever I travel to the US a number of things strike me.  Let’s take the easiest example: the different approach to service.  Waiting staff in the US are different – the norm is different.  Refilling your coffee, providing iced water, being attentive are all the norm.  Of course, leaving a tip is also a norm!

We can all see these differences – many things better, some not – but what I love about travel is that it challenges your own norms and perceptions.  

It is very easy to keep on doing the same thing.  Setting the same goals/targets each year in your performance appraisal.  Asking 360 feedback questions that are asking "do you behave in the same as we always have done".  But to challenge yourself, you need to see a change in behaviour – a different norm.

Not everything is better of course – I had a breakfast where an omelette was placed inside a croissant! – but rather than just doing the same thing a bit faster isn’t real improvement.

Next time we’re working on a performance appraisal form or a 360 feedback questionnaire I’ll be reminded that the aim of these exercises is to help improvement not just repeating the norm.

Brendan

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