Using both formal and informal feedback mechanisms incorporated within a 360 degree feedback can help us to understand how our behaviour and leadership skills impact others.
From the category archives:
Consultants
Mastery and purpose have a far greater impact on levels of motivation than financial reward
The thought that people would be judging our work made us quite nervous.
We don’t always recognise the signs that we’ve developed some unhelpful habits, or that we’ve got areas of behaviour that could be improved
People who give honest feedback are likely to make other decisions based on what’s good for the company
Cultural differences affect the way users handle 360 degree feedback
Just occasionally in business, the habit of sharing information openly comes back to bite you.
The nightmare of every employee engagement officer is the water cooler toxic.
Use care when using psychometrics that label people, or group them into a particular category.
The most effective leadership isn’t focused on the leader.