Archive for Feedback
Perhaps in no other field is income related more to success than in the sales field. In most cases, the more you sell the more you make; the fewer the sales the less income you receive. Obviously then, the more we can eliminate our weaknesses and strengthen our strengths the more success we can be.
Well timed, relevant, and constructive feedback provides the greatest motivation to change. It is axiomatic that good feedback gives people the information they need to change. Why? Because feedback generates insight and a better understanding of what is currently working and what is not. Thus, given this information we are able to set priorities for our own development. These priorities can be turned into personal development plans; and the result is improved ways of operating that will enhance our sales effectiveness.
In this process one tool is the 360 feedback instrument, or more specifically Everything DiSC® 363™ for Leaders. This instrument for enhanced sales effectiveness:
- Generates a report of some 22+ pages that is all about the sales leader
- Is an all-new research-validated model
- Has intuitive, easy to read visuals and rich cuts of data and feedback breakdowns
- Includes a comprehensive listing of rater comments
- Includes three strategies for improving effectiveness
Probably few things can get an argument going faster than mentioning 360 Feedback at a meeting of HR professionals. Some will be strongly in favor of the idea, and many will be just as strongly against it. This has always puzzled me, because 360 Feedback is a tool, and like all tools it can be misused. Used appropriately it can be of great assistance in individual performance approval. Used improperly, it can cause problems!
360 Feedback is performance based. That, in itself, may have led some people to feel it could be used for performance evaluation. But that would be a mistake! Performance evaluation is an assessment of performance, based on criteria established for the job by the persons responsible for the job description. It is normally conducted by the person’s direct manager.
360 Feedback, on the other hand, is information given to the individual from various people or groups with whom the individual has contact – normally his/her manager, direct reports, peers and other people with whom he/she has contact. It is advice on how the subject might improve his/her performance from their perspective. To be effective, this advice should be positive, and presented in a constructive manner.
Inc.com: Best Way to Make Employees Better at Their Jobs
Scott Moorehead, CEO of The Cellular Connection, which has over 800 stores and is the largest Verizon premium wireless retailer in the U.S., shares how he thinks leaders should act. He promoted the idea of actively seeking feedback from employees, using their ideas about the company to make it better. His own story of how he grew as a leader is particularly compelling.
Talk about feedback in any athletic environment and you will get almost unanimous support for feedback as a necessary ingredient for improved performance. Talk about 360 Feedback in a business environment and you will get a surprizing number of negative voices. There seems to be chasm between those who support the tool, and those who despise it.
Some of the common criticisms include:
- It focuses on the negative rather than the positive
- Allows persons to take “cheap shots” with anonymity
- Raters are not qualified to judge performance
- Managers can use it for evaluative purposes, while disguising it as “feedback”
- Little or no support for implementation of results
- Overly focussed on rating rather than development
But let’s for a moment, focus on the tool, rather than on the errors in its use. First of all it is a feedback tool – not an evaluative tool. It is designed to provide feedback for improved performance, not for evaluation of performance and/or salary determination. That is why it is called “360 Feedback”. Its purpose is to provide information for enhanced performance and improved effectiveness for the individual. It may be axiomatic, but if other people are not prepared to help us in our search for growth areas, then there will be no opportunity to grow.
None of us are perfect! But most of us want to strive for perfection. Feedback can help in this process by identifying opportunities for improvement. That is its purpose!
Succeeding in Emotionally Charged Situations
Assuming a position of leadership means at one time or another you will be in a very heated, or emotionally charged situation. Dan Rockwell outlines suggestions to handle these difficult talks, with tips to make sure the person or group understands they are being heard.
Forbes.com: Creative Leadership: Humility and Being Wrong
A very intriguing post about how humility and the ability to admit error may be two of the most important qualities a truly creative leader must have.
Nobody really doubts the value of feedback in improving performance! Examples are everywhere – most obvious in professional sports!. But the same principle holds true in the business world – Leadership performance can be enhanced by feedback.
Now Inscape Publishing has released 363 for Leaders as one of its Everything DiSC® series of learning assessments. But Everything DiSC® for Leaders isn’t just any 360. It combines the best of the 360s with the simplicity and power of DiSC®, plus three strategies for improving the subject’s leadership effectiveness. The result is a 360 experience that’s more productive and satisfying.
How is it different?
- First of all we took the sting out of 360 feedback:
For many Leaders, 360 feedback can be a frustrating experience. It allows open ended comments which can be unfocused and even unhelpful. Often these anonymous comments can be a way to take an unwarranted jab at a colleague.
With our exclusive, selectable comments feature, “Commentsmart”, raters can give focused, balanced, constructive feedbackthat the Leader can actually use. This time saving feature allows raters to expand on their ratings by choosing from a list of highly tested comments.
- Secondly, we made it easier to understand and use:
Everything DiSC® 363 for Leaders combines clear visuals and a conversational narrative style to interpret and explain the data, making the report easy to understand and use.
- And we answered the “Now What” Question:
Everything DiSC ®363 for Leaders answers the “Now what” question by giving leaders their next steps with three things they can focus on now! Strategies that will improve their leadership effectiveness, and that can be translated into action immediately.
One of the well-known behavioral rules is that people want you to treat them as they would like to be treated. But people do not go around with their needs displayed for all to see. So, fortunately, there are the Everything DiSC®Profiles. These new learning tools are based on the third generation of the research validated DiSC® assessments, and are ideal for helping you become more effective in your relationships with others.
Everything DiSC is the fastest, easiest way to go – from assessment to action, with tips and strategies to connect better with your co-workers and improve your workplace relationships. Each profile is topic specific with in-depth information, including tips, strategies, and action plans to help learners become more effective.
Each profile is:
- Specialized: application focused programs improve critical people-skills in the areas of management, sales, leadership, communication and more
- In-depth: follow-up tools create a complete learning experience that takes you from assessment to action – fast
- Customizable: will meet your organization’s needs with easy to use features that help you make the program your own
- Personalized: online assessments provide individualized profiles with tips and strategies for development