May 4th, 2011 |
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360 Degree Feedback, Emotional intelligence, Even Smart People Need Feedback, Measuring Performance, Team Performance, Team learning, The Apprentice, feedback and motivation
In this article the writer talks about recent research into team working, and suggests that teams need to be more emotionally intelligent if they want to improve their performance.
Whilst I agree with this, I would also add that helping the team to understand its own strengths and weaknesses, getting those out into the open, and regularly reviewing team interactions, is critical.
The team leader needs to facilitate the analysis (we provide online team assessment and 360 Degree Feedback tools to do this), the discussions and the follow up.
As with individual performance, improving team performance has to start with an understanding and awareness of where we are right now.
April 28th, 2011 |
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360 Degree Feedback, 360 Degree Feedback best practice, Career Management, Coaching, Employee Motivation, Employee engagement, Even Smart People Need Feedback, Feedback, Feedback for the boss, Giving 360 Degree Feedback, Management skills, employee engagement and 360 degree feedback, feedback and motivation, management development
With all the excitement of the Royal Wedding we’ve been thinking about relationships, and in particular working relationships.Â
Successful working relationships are a key to employee engagement and productivity - and the main reason people leave organisations is because they’re unhappy with their boss. That’s why it’s critical for employees and their managers to understand better how they interact, communicate and solve problems together. 360 Degree Feedback is a great tool for allowing people to review their own behaviours and how they think they relate to their colleagues (through the Self-assessment process), and to get valuable insights into how their colleagues experience working with them. By using the information from the 360s, both employees and managers can make specific and fast changes in their everyday activities.
360 not just a ‘nice-to-have’. It’s a critical tool for improving working relationships and increasing productivity.Â
April 27th, 2011 |
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360 Degree Feedback, 360 Degree Feedback and Objective Setting, 360 Degree Feedback best practice, 360 and banking, 360 appraisal, Even Smart People Need Feedback, Management skills, Overcoming bias with 360 Degree Feedback
The level of misuse, and misunderstanding around the use, of 360 Degree Feedback never fails to amaze me. This article about the GoldmanSachs Appraisal process, describes how Goldmans has been using 360 Degree Feedback. Pretty much everything they did was totally wrong and worst possible practice…including:
- Â Using 360 to rank people’s performance in appraisals
- Allowing raters to be chosen on a random basis, so people were chosen who would give only positive feedback
- Glowing self-assessments were taken into account as part of the appraisal (this is implied in the article)
And please ignore the advice of the article writer, which is…..if you want to ‘do well’ in a 360 appraisal, “cultivate lots of people who think you’re great”, and write a great self-appraisal!
To recap, 360 Degree Feedback can only be valid and useful where there is a balance of feedback givers, where the process is clear and fair, and where there is no direct (or sole) connection to pay or reward.  Â
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April 19th, 2011 |
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360 Degree Feedback, 360 Degree Feedback and Objective Setting, 360 appraisal, 720 Degree Feedback, Coaching, Even Smart People Need Feedback, Feedback, Feedback for the boss, Feedforward, Giving 360 Degree Feedback, Overcoming bias with 360 Degree Feedback, Self awareness, Strengths based 360, appraisal, employee engagement and 360 degree feedback, feedback and motivation, positive psychology
We are often asked to brief people in our client organisations about the best way to give feedback in a 360 Degree Feedback exercise.
Here’s a link to a short video that explains the key areas and some hints and tips for giving great 360 feedback.
January 13th, 2011 |
Published in
360 Degree Feedback, Anonymous 360 Degree Feedback, Employee engagement, Even Smart People Need Feedback, Feedback for the boss, Giving 360 Degree Feedback, Management skills, Overcoming bias with 360 Degree Feedback, Team Performance
Great article on 360 Degree Feedback.
People need to feel confident that their feedback will be anonymous, and that their feedback will be listened to by their boss. In fact, in my experience, someone who shows that they have listened to feedback and are doing something about it are rewarded with huge admiration and loyalty from their staff.
For more 360 Degree Feedback resources, go to http://www.tracksurveys.co.uk/360DegreeFeedback.aspx
December 22nd, 2010 |
Published in
360 Degree Feedback, 360 appraisal, Anonymous 360 Degree Feedback, Even Smart People Need Feedback, Feedback for the boss, Giving 360 Degree Feedback, Inspect what you expect, Leadership skills, Management skills, Self awareness, The Apprentice, appraisal, management development
This article describes a Face to Face 360 Degree Feedback process that she experienced with her best ever boss.
Face to face feedback like this can be a very effective tool for managers and teams
to use both at appraisal time and regularly throughout the year.
Of course, the managers that need the feedback the most are the ones that are least likely to volunteer for it!
So while it’s good to give managers a choice, if you really want to give managers an
awareness of their blind-spots (and their strengths too), and you want to build a consistent level of skills in the manager group, the feedback needs to:
1. Be based on the same questions for each manager and each person giving the feedback
2. Have an element of anonymity so that the feedback from those reluctant to give face-to-face feedback, is also recorded.
3. Be reportable in a format that is easy to read and understand
 After all, even smart people need feedback!
December 10th, 2010 |
Published in
360 Degree Feedback, 360 appraisal, Employee engagement, Even Smart People Need Feedback, Growing Talent, Management skills, Measuring Performance, Measuring potential, motivation
In this article from BNET, the writer points to the importance of developing home-grown talent and skills to the health of the organisation.
It’s certainly true that that growing your talent is critical, but you need a starting point to understand the key strengths you already have, and any potential gaps, within your workforce.
Tools for doing this include customised 360 Degree Feedback and Staff Surveys. 360 measures individual strengths, particularly in leadership skills which are essential for growth, and Staff Surveys take the pulse of the organisation at any particular time.
More on how this works at 360 Degree Feedback.
November 30th, 2010 |
Published in
360 Degree Feedback, Career Management, Emotional intelligence, Even Smart People Need Feedback, Feedback for the boss, Management skills, Measuring Performance, Self awareness, Strengths based 360, Team Performance, The Apprentice
This article by Scott Berkun talks about how to manage smart people.
Go to the UK Training Zone 360 Degree Feedback Discussion group for more on this.
360 Degree Feedback