We have worked with hundreds of leaders inside organizations administering, delivering and coaching around 360 degree feedback programs as a developmental process designed to improve leadership skills. We have been fascinated by the way leaders respond to the feedback from their bosses, peers and direct reports. They tend to respond in the following ways:
As we engage in conversations with executives about developing talent and leaders in the workplace, they often reply, “We already have leadership development covered” when in fact, they don’t. Frequently, the lack of an effective leadership development and training program results from thinking only the “senior players” need to evolve in areas of leadership. However, the best leadership development goals for any organization are an integral part of the strategic business plan which includes all employees and managers since that is where operational execution occurs at it’s core.
Do you avoid having tough conversations or delay in addressing performance issues on your staff? Do you find yourself beating around the bush or sugar-coating the message? If so, you are NOT in the minority...
The times are a changin’ and never more dramatically than in the employee performance review model. While the annual or semi-annual performance review is not yet a fossil, the dinosaurs are disappearing as more businesses shift to continuous feedback types of performance reviews.
Employees waste an average of $1,500 and an eight-hour workday for every crucial conversation they avoid.
