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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Time For You

Time Mastery 2013 Time For YouToday is the last day of 2012; and tomorrow we will begin 2013! And the first thing I want to do is to wish you and yours the very best for 2013!

In this coming year you will have 8,760 hours to spend whatever way you choose. Of that 8760, approximately a third (or 2920 hours) will be spent sleeping. But the balance is yours to do with what you wish. How do you want to spend those approximately 3000 hours?

You have to decide on what is important to you – and what is not! You must establish your priorities – what is really important to you, and what is less important. It is your choice! What is your vision for 2013, and what do your hope to accomplish?
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Christmas Comes But Once a Year

Christmas waves a magic wand over this world, and behold, everything is softer and more beautiful.” ~ Norman Vincent Peale

three candy canes Christmas Comes But Once a YearToday marks the beginning of the festive season when our hearts are merry and loved ones, that during the year, we sometimes take for granted, become even more important! It is a time for giving and for sharing.

This year our festivities are clouded by our knowledge of the tragedy in Newtown Connecticut; and our sympathy goes out to the families of the victims of this horrific act. As a consequence, we will, this year, hold our loved ones a little tighter, in the realization of what could happen.

But through it all, let us remember the good things, and the happy times. Let us remember the origin of Christmas, and show the love we feel.

It is my hope that we will remember the words of that hymn “It came upon the Midnight Clear” and extend the joy of Christmas to all our family and friends.

To all of you, have a happy and glorious Christmas, and may the New Year bring you and yours an abundance of good times.

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Time is NOT the Issue!

Time Not Issue Time is NOT the Issue!Probably the most often heard excuse is “I don’t have the time.” But if you think about it – that is not the issue, because we already have all the time there is. Each day we are given 1440 minutes to do with what we wish, and at the end of the day they are gone and then we have a new set of 1440 minutes. So the issue is not that we don’t have the time, the issues is what we do with the time we are given!

Mastering time is not time management, it is self management – the management of our daily tasks and priorities to ensure that we accomplish what we wish to accomplish. This means managing ourselves, and allocating the time necessary to complete our priorities. If we deduct the time we have to spend in sleeping, eating, and other personal related activities, we are left with about 750 minutes per day that we have to spend on all the other things we want to do.

How then do we master this task?

The following are 7 areas where we might profitably concentrate our efforts.

1.  First of all, take stock. We must understand our own strengths, and those areas of our life that require improvement.
2.  Establish a clear vision, and set realistic goals. You must know where you are going if you expect to get there. Your realistic goals become your priorities.
3.  Set time estimates based on these priorities, and their validity or urgency. Toward the end of each day, set aside some time to plan your next day’s work plan. Then when you arrive at work – adhere to the plan!
4.  Identify distractions or interruptions, and work to eliminate them. An example would be to set strict time limits for emails and/or texting.
5.  Establish your own system for planning and controlling priorities and their time requirements. Try setting aside daily blocks of quiet time when you will not allow phone calls or text messages!
6.  Technology: Is the technology you are using saving your time, or is it consuming time? Is it a help or a toy?
7.  Balance your life and your work. Be sure to plan for recreation and/or downtime.

If by following some or all of these points, you could reduce your wasted time by just five minutes every hour, your productivity would jump 8.3%! Hopefully you could do even better!
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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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