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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NorQuest Weekly Round-up July 5

bigstock Success 4936474 195x300 NorQuest Weekly Round up July 5Here are the top leadership and talent management articles of the past week:

Business Insider:  Successful Hiring Isn’t Just About Skills: It’s About Attitude
Although skill sets are the main reason why most talent is hired, attitude is what really counts, says Mark Murphy, author of Hiring For Attitude. This article reviews why, and some of the ways companies can benefit from hiring not just for talent, but how they’ll fit in the company.

New York Times: In France, M.B.A. Candidates Learn Leadership, in the Mud
An absolutely fascinating article on the methods and results of leadership courses held at France’s officer training school, Saint-Cyr.

Business Insider: MBA Mondays: Retaining Your Employees
Fred Wilson, VC and principal of Union Square Ventures and writer of the influential A VC, outlines a plan to retain employees – communicate, hire well, culture matters, career paths, assessment, and compensation.
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363® for Leaders – A New Kind of 360 Feedback

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.

ED 363 363® for Leaders – A New Kind of 360 FeedbackNow 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?

  1. 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.
  2. 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.
  3. And we answered the “Now What” Question:ED 363 rpt 253x300 363® for Leaders – A New Kind of 360 Feedback
    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.

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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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Getting Your Dream Job: The Three Keys

Last week we talked about Hiring Winning Talent. This week I would like to focus on the object of that exercise – the applicant!

Find a Job Getting Your Dream Job: The Three Keys Any organization wants to hire the person with the best skills, knowledge and personality, that will mesh with their goals and objectives. The applicant, on the other hand, wants an organization in which he/she can develop their skills and knowledge and reach his/her peak potential. They want to succeed, and they are looking for a position that will help them realize their potential.

In planning your approach to any job search, there are three key areas, to consider:

  • The research: This is yourpreparation. What do you have to offer the organization, and what can the organization offer you in terms of your life’s goals.
  • The interview: presenting yourself in the most favorable light.
  • The post interview: following up on the interview.

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Ensuring Peak Workplace Performance

In the fast paced, change oriented business environment we live in, improvement of workplace performance must be an ever present priority, if business organizations are to thrive and survive.

In this environment, work teams have become more common, and it becomes increasingly important for each player to perform to his/her optimum.

In addition, the manager (or team leader) must assume the responsibility for:

  1. staging, or managing, the success of the subordinate, and
  2. that the coaching function should be on an ongoing basis,


Before any process is started, remember that this is the age of relationships. If a manager is not connecting with a member of his/her team, no trust can be established, and if there is no trust – productivity suffers, and profits are likely to disappear.

The effective manager will know the leader’s style, and how best to communicate with him/her before the initial sessions.

To maximize the beneficial results of this ongoing dialogue, the process followed should be similar to that outlined in the diagram below.

work Team 110216 crpd1 300x148 Ensuring Peak Workplace Performance

While the performance interview would remain, on an annual, or some other regular interval, the dialogue between the manager and the subordinate would be continuous

  1. At the performance review session, goals would be formulated and shared.  If the 363 for Leaders was used, a coaching supplement can be obtained which provides further information based on the assessment and the Leader’s DiSC® style.
  2. Following this session, progress toward the identified goals would be tracked and shared.
  3. Feedback from both parties (or on a broader basis) would be sought and shared.
  4. This feedback would be reviewed and analyzed, by both manager and subordinate;  and the results would form the basis for the discussion at a performance review meeting, plus any additional feedback needed or desired.

This process would involve active participation by both parties to the review and would ensure that the best interests of all concerned would be realized.

“Feedback may be the breakfast of champions”, but learning how to receive feedback, without blame or excuses, is an acquired skill. But once mastered, you can become a peak performing, high achieving, self-actualized human being.

And now, if this article was of interest to you, you can get further information on 360 Feedback, and 363 for Leaders, by visiting http://www.360feedbackandmore.com