Self evaluation and 360s

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Articles

Peer Review Feedback: The Good, The Bad, The Really Ugly, NPR, August 2015
“She says soliciting feedback forced different personality types to discuss their problems, which was useful, if not always easy.”

I Had a 360 – Now What? Leading Higher, June 2015
REFLECT: Determine what behaviors might cause any differences in perceptions.”
6 Things to Consider Before Using 360 Feedback in Performance Reviews, TLNT, December 2014
“…  below are just a few of the items to consider when determining if your organization is ready to use 360 feedback with performance appraisals:…”

How to Participate in Your Employee’s Coaching, Harvard Business Review, November 2014
“Coaching is most effective when the participant and the coach have multiple sources of information, which might include past reviews, personality assessment reports, or online or interview-based 360 degree feedback. “

The 7 Reasons Why 360 Degree Feedback Programs Fail, Forbes, August 2012
“When it’s done well, 360 programs allow all your team members to improve in key areas that might be limiting their upward career path or actually causing major conflict within a team. When it’s done poorly, 360 programs create mistrust, anger, conflict and can leave a team with lower morale than when you started the exercise.”

The Best Way to Use the Last Five Minutes of Your Day, Harvard Business Review blogs, January 2011
“This is the same feedback I received at my previous company,” she said, “it’s why I left.”

Managing Yourself: Stop Holding Yourself Back, Harvard Business Review, January-February 2011
“From the world’s poorest communities to the corner offices of its largest corporations, ambitious employees struggle with the same basic challenge: how to gain the strength and insights not just to manage but to lead. For more than a decade, from three different perspectives, we have been investigating what gets in the way.”

A User’s Guide to 360° Feedback, originally published in P & I Journal, June 1996
“Solid 360 feedback provides hard, actionable data on performance. Those assessed can get their hands around it, do something with it.”

Receive Feedback With Grace and Dignity, About.com

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1 Comment

  1. Gaylord 6 years ago

    To give quickly is to give double.

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