360 Feedback for More Sales

Feedback on target2 360 Feedback for More SalesPerhaps 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 LeadersThis 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

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A New Kind of 360 Feedback

TimeForFeedback A New Kind of 360 FeedbackIt is, I believe, generally agreed that feedback is necessary for any form of performance improvement. In the business world this often takes the form of a 360 Feedback Project in which performance data is sought from other groups on the performance of an individual – usually the person’s manager, direct reports, peers and others.

But one of the key reservations about 360 Feedback is that sometimes respondents feel safe in including “zinger” or malicious comments in their anonymous feedback. This possibility has derailed many 360 projects.

But now Inscape publishing has a new type of 360 degree instrument that has resolved most, if not all, of the problems with previous 360 instruments. The new Everything DiSC® 363™ for Leaders combines the best of the 360s with the simplicity and power of DiSC, plus three personalized strategies for improving leadership effectiveness. The result is a 360 experience that is much more productive and satisfying.
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360 Feedback – 5 Tips to Make It Work For You

363 Feedback for leaders 360 Feedback   5 Tips to Make It Work For YouProbably 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.

363 Participants 360 Feedback   5 Tips to Make It Work For You

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.
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360 Feedback – Love it or Loathe It?

TimeForFeedback 360 Feedback – Love it or Loathe It? 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

Coach And A Student2 360 Feedback – Love it or Loathe It?
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!
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DiSC® PPSS (Personal Profile Systems Software)

figure with gold key DiSC® PPSS (Personal Profile Systems Software) One of my favorites of all the DiSC® reports is the DiSC® PPSS Online Report, because it provides individuals with detailed personalized information to help them apply DiSC® learning in a variety of personal and business situations. It offers a wide range of practical interpretive reports that can help individuals improve their effectiveness, and assist in their success.

But why do we need such a system at all?

Well, people are different – with their own way of looking at the world, and with their own set of needs, wants and fears. And these differences can cause conflict, unless we have a system for understanding differences, and some well thought out strategies for managing these differences. DiSC® is a simple 4 factor system for understanding human behavior that is based on over 2,000 years of human history. It provides a model of understanding yourself, understanding others, and understanding the expectations of the environment in which we are situated. The value of the DiSC® PPSS is that it focuses on the individual, and provides guidance in increasing his/her effectiveness in the world that surrounds them.DiSCProfile DiSC® PPSS (Personal Profile Systems Software)
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363 for Leaders: a New Kind of 360 Feedback!

The release of 363™ for Leaders has recently been announced by Inscape Publishing. It is a new kind of 360 feedback that combines the best of 360’s with the simplicity and power of DiSC®.

The researchers at Inscape Publishing did a comprehensive analysis of current and traditional leadership theories and created a brand new interpersonal leadership model incorporating 8 leadership approaches that incorporate contemporary leadership philosophy.

But Everything DiSC® 363™ for Leaders isn’t just any 360. It combines the best of 360s with the simplicity and power of DiSC; plus, you’ll get three strategies for improving your leadership effectiveness. [Read more…]

Articles by Norquest

Everything DiSC Sales Map Articles by NorquestEverything DiSC Series of Articles

Below are links to a series of articles here on the blog about the Everything DiSC products

5 Steps for Hiring Winning Talent

In these ever changing and competitive times, the need to hire the right talent the first time must be a high organizational priority. Organizations who can hire right the first time to fill the available positions have a competitive edge.
Click here to read more…

Team Leadership: Developing and Coaching Others

BusinessTeam Articles by NorquestIt is generally agreed that one of the key roles of a team leader is to improve the effectiveness of each member of his team through development and coaching.

Coaching on the Job – For Peak Productivity

On-the-job training is now such a common way of training workers that the practice may seem straightforward and almost simple. But doing it effectively requires more thought and preparation than simply having someone follow an experienced worker around and watch what they are doing.

Motivating Team Members

The goal is set, the tasks defined, everyone knows what to do – now what? How do you get the team members to start, and to keep working enthusiastically, until the goal is attained?
Click here to read more…

Do You Have an Elevator Speech?

When asked that question, you have about 30 seconds to establish a connection with the person asking. That is why it is often called “Your Elevator Speech” or “Your Meeting Statement”.
Click here to read more…

DiSC® PPSS (Personal Profile Systems Software)

One of my favorites of all the DiSC® reports is the DiSC® PPSS Online Report, because it provides individuals with detailed personalized information to help them apply DiSC® learning in a variety of personal and business situations.
Click here to read more…

Time Mastery Or Time Management? It’s Your Choice!

by William C Blake

bigstockphoto Business Team 4077379 300x225 Articles by NorquestTime is a limited commodity – just 24 hours each day, and we can’t put any aside for future use! So, daily we have pressing issues to deal with and a multitude of demands on our time. These demands are important, and so we have to pay attention to them, and we try to accommodate them all. Often it seems like we are trying to juggle a bunch of time balls in the air.

This is the problem – to satisfy all these often conflicting demands while continuing to focus on our dreams and aspirations.

With Time Management we try to use a multitude of different devices to resolve our daily dilemma of too much to do, and not enough time to do it in.

(To read more Click Here)

5 Key Roles in Successful Team Development

by William C Blake

bigstock Team Pulling Up An Arrow 4248588 300x300 Articles by NorquestIn today’s team based approach to the work environment, organizational success depends, more than ever before, on people working together effectively. This requires a clear understanding, by the individual, of his/her personal strengths, a real appreciation of the difference in others, and how their strengths interact with those of others. This knowledge is the foundation for successful team development.

Each member of a team has his/her individual characteristics and behaviorial preferences. The success of the team will depend to a large extent on how well they interrelate and capitalize on the strengths of each individual.

All of us have heard of the Golden Rule – “Do unto others as you would like them to do unto you”. Today, Dr. Tony Alessandra, in his Platinum rule, disputes that.

(To Read More Click Here)