Accelerated growth requires accelerated leadership development and that means accelerated behaviour change. Â Business results, business change and business success all stem from the behaviour of individuals. If your leaders are going to develop their leadership skills, they need to experiment with small changes in behaviours. Even after very basic training sessions, adults typically retain just
The starting point for accelerating leadership development is to focus on leadership skills for rapid growth. Â In other words, the key leadership skills and behaviours that will really make a difference to performance and help you realise your vision. I emphasise behaviours because you need to focus on observable actions that will deliver business results.
Want effective and actionable 360 Degree Feedback results? Selecting the right tool is the first step in making sure your leaders get the information they need. But it isn’t enough. You also need to communicate well. Here I look into how to manage the information from 360-degree feedback in the most effective way. Communication is keyÂ
I’m often asked which 360 Degree Feedback tool works best. And if companies should I develop one specifically for their organisation or if there a good one that they can just buy. One of the critical factors for success of a coaching programme using 360 degree feedback is to be strategic in your choice of feedback instrument.
The Fatal Flaw in Most 360 Degree Feedback Programmes Is there something wrong with the process of 360-degree feedback? In my last blog post, I guessed you would struggle to name more than one or two people who had changed their behaviour since receiving 360-degree feedback. One of the biggest problems identified in the DDI study
How many people do you know have received 360-degree feedback and then made a sustained change in their behaviour? I’d hazard a guess that you would struggle to name more than one or two. And that’s because organisations often pay a great deal of attention to implementing the process with inadequate attention being paid to how
Solutions Focus (SF) is an exciting and complete approach to change. It developed from the brilliantly simple ‘brief therapy’ work of Steve de Shazer and Insoo Kim Berg. It is now used by major businesses, coaches and consultants as their chosen approach to deliver respectful and lasting change quickly. Mark McKergow & Paul Z. Jackson
Are you responsible for leadership training within your organisation? If so, you have one of the toughest jobs going in this difficult climate. With the highly competitive nature of business today, organisations are holding everyone to higher standards. This means that business leaders are being pressured to deliver results – and HR/Learning & Development Departments are
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