FOCUS ON: The Pros and Cons of 360 Degree Feedback
When accurate, reflective and validating information is received from the organization, the employee’s personal and career development is enhanced. But a valid assessment of strengths and weaknesses is dependent upon the method of implementing the assessment. Read the good and bad side of this performance management system.
FOR PRACTITIONERS: How to Use 360 Degree Feedback in Executive Coaching
Because the process is as important as the answers, take time to make good decisions about design and delivery. The strengths and developmental needs of the executive can be obtained when the coach puts deliberate thought into the methods, the participants and the results. Read about the decisions to be made in this Forbes article.
GENDER IN THE WORKPLACE: Different Feedback for Different Genders
Men and women are assessed differently at work, in that men’s feedback tends to be developmental in nature. The feedback women receive is less helpful in that it focuses on personality. So the organization does not suffer, multi-source reviews should be implemented strategically, managers need to be trained to avoid biases, and objective criteria stated for optimal performance. Read more about the impact of feedback on genders.
TOP TEN: Things Not to Say During a Performance Review
Teach clients how to avoid sabotaging their reviews. Counselors too sit down with a boss for a review, so avoid saying “yes, yes, yes” or “but” or worse (think childish playground words). Read the full list (not just ten, but a bonus one is added) at www.glassdoor.com
“Criticism, like rain, should be gentle enough to nourish a man’s growth without destroying his roots.”
~ Frank A. Clark
“Whatever words we utter should be chosen with care for people will hear them and be influenced by them for good or ill.”
“We can’t just sit back and wait for feedback to be offered, particularly when we’re in a leadership role. If we want feedback to take root in the culture, we need to explicitly ask for it.”
~ Ed Batista
© 2018 Career Development Alliance