Category Archives: 360 Degree Performance Appraisal

Read actionable strategies on 360 degree performance appraisal, its benefits, and how a talent assessment can help your leaders become better at what they do.

Are You Giving Your Employees Too Many Second Chances?

“ I don’t understand why Betsy keeps missing deadlines. I keep telling her how important they are, and she keeps promising to do it, but things just never seem to change. She’s a great employee in so many other respects, I just don’t get it.”

Does that sound familiar?

Many of us have faced a situation like this at one time or another.

A person reporting to you keeps falling short on the same issue time after time. Maybe it’s meeting deadlines, as with Betsy above. Maybe it’s making too many small mistakes and not paying attention to details.

Whatever the exact nature of the problem, the common elements in these situations seem to be an employee who keeps missing the mark in some area and a boss who keeps giving him or her a second, third, or fourth chance.

As a supervisor, this can be a tremendously frustrating situation.

You want your people to succeed.

So you keep trying to fix the situation.

You try feedback and reminders.

You might sometimes offer lavish praise when you see small progress.

You reinforce the message over and over, to the point of “sounding like a broken record”, as one client told us.

But all to no avail.

The person appears to hear the boss’ feedback, seems to understand the issue, often appears sincere in promising to do better, but the end result is the same: the person slips back consistently into the unproductive behavior.

Read More Are You Giving Your Employees Too Many Second Chances?

5 Ways Top Organizations Create ‘Performance Chemistry’

Are you continuously improving, or sliding backward?

What makes one organization successful in driving high performance, and another stutter and stall?

For organizations committed to performance excellence, this is a critical question to answer.

This was the case with a recent client that consisted of several business units.

The client was lamenting the fact that they were having to replace a business unit CEO because, in part, the incumbent was unable to effectively execute a Continuous Improvement agenda and instill a quality mindset organizationally.

According to the client, this lack of continuous improvement in leadership caused the business unit to lose market share to competitors.

With all the hope and optimism that comes with the potential of new beginnings, this client looked forward to the next CEO.  They turned to us for direction on identifying the right candidate – someone capable of successfully driving continuous improvement.

With no room for error, this was a critically important decision and the client wanted to be confident in their approach to the selection process.

In short, they wanted a way to “know ‘em when they see ‘em.”

Our experience from working with many companies, several who are part of the Fortune 500, and our own research with close to 100 companies around the world, including several considered high performers within their respective industries, has shown that one of the key ingredients to achieving high performance is what we refer to as a company’s “performance chemistry.”

What is “Performance Chemistry”?

Read More 5 Ways Top Organizations Create ‘Performance Chemistry’

Stakeholder Centered Coaching: A Formula For Measurable Change

Neither the person being coached nor the coach determines improvement.

Rather the degree of improvement is determined by the stakeholders/raters of the Leader over the course of the engagement.

Two Stakeholders Discussing Business

At the end of the day, a true definitive leader and the organization that has hired them wants to see continued improvement in both their leadership and results within the organization.

When you can tie direct business results and objectives to focused, stakeholder driven changes in behavior, a virtuous loop is created whereby the organization and the individual all drive towards the same goal – and get there faster.

While you may never have heard of Stakeholder Centered Executive Coaching, the methodologies and processes behind this style of behavioral modification elicit lasting change because of its tight focus.

By highlighting singular aspects of a leader’s behavior that will garner the most significant impact on the organization – while at the same time directly involving stakeholders – a cohesive and feedback-driven criteria ensures change is outlined, measured and actuated.

Read More Stakeholder Centered Coaching: A Formula For Measurable Change

Are Your Individual Performers Prepared To Work As A Team?

Pyramid in Egypt It used to be that most organizations functioned just fine with a traditional pyramid structure.

A CEO at the top devised overall strategy.

A COO reporting to him/her oversaw the internal operations of the firm.

A group of VP’s or SVP’s each ran a functional area and reported up the line to the COO and CEO.

Today, however, even in small and mid-size firms, business has become too complex and the information and skills needed to manage companies too diverse for this type of vertical structure.

Organizations are being managed more and more by Leadership Teams, a cross-functional group of people charged not just with maximizing the effectiveness of their own functional areas but also of the company as a whole.

But companies are often finding it difficult to make these Leadership Teams as effective as they need to be.

According to the Center for Creative Leadership, “The increase in the utilization of teams at senior levels has not been matched by an increase in the ability of CEO’s and other leaders to make good use of them.”[1]

Leadership teams, no matter how skilled the members are as individual performers, are often unprepared to act effectively as a team.

Why is this?

Read More Are Your Individual Performers Prepared To Work As A Team?

How To Deal With The Discomfort of Delegation

Sign With "Changes Ahead" Written On ItWe all know that change can be hard, right?

We’ve heard it said and probably said it ourselves many, many times.

Still, when we’re actually in the midst of making a conscious change in behavior, we sometimes fail to recognize that it isn’t just intellectually difficult to change—it also feels bad at times.

Let’s say that you’ve decided you need to delegate more at work.

Maybe you received a performance evaluation or 360 feedback that told you that.

Maybe your boss suggested it to you.

Maybe you’ve just realized that a big part of the reason that you are putting in so much time at work but still not getting all of your most important projects done on time is that you do too much of the work that other people can do.

Read More How To Deal With The Discomfort of Delegation

I Just Got a 360-Degree Assessment! Now What Do I Do?

Checklist for a 360 Degree Assessment Ok, let’s say you just received a 360-Degree Assessment and some of the feedback seems pretty daunting.

What do you do?

Instead of becoming overwhelmed, here are some tips on what you should do next.

Focus on the Big Picture First.

Read all the way through the report, including any open-ended comments before you start

digging into the details.

Try to get an overall “picture” of how your colleagues view you. Does it sound like you?

Is the real “you” coming through?

What questions or “disconnects” do you see in this report vis a vis how you view yourself

Read More I Just Got a 360-Degree Assessment! Now What Do I Do?

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