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/Tag:360 Degree Feedback

Want proof?

Whatever your industry, learning and development are part of the process, and every employee goes through a course training at some point which is intended to progress their career. For many, though, these training courses are a box to be ticked, and little thought goes into applying that knowledge beyond the day of the course. [...]

By | May 23rd, 2017|360 Degree Feedback|Result Type: Post

Are you getting in your own way?

Unconscious bias can mean we made decisions that get in our way – and taking the time to understand why we make those choices, and where those assumptions come from, can lead to us reconsidering and embracing a wider range of influences – which can take us much further on the road to success. In [...]

By | May 9th, 2017|Unconscious Bias|Result Type: Post

How to avoid being a bossy boss

Are you a natural leader, one your team happily follow to success, or is your position maintained by constant reminders that you’re in charge? A bossy boss – one who demands they are treated with authority – is never in a position of strength. The sole focus of a bossy boss is ‘I’ – the [...]

By | May 2nd, 2017|Performance Management|Result Type: Post

Are you conscious of your unconscious bias?

However much we tell ourselves that we are unbiased and progressive, we all have unconscious bias – and it’s up to us how much we let that influence our leadership. The very definition of unconscious bias is that it’s a bias we aren’t even aware we have. Our upbringing, background, cultural environment, the social circles [...]

By | April 5th, 2017|Culture Change|Result Type: Post

Why measure management effectiveness?

Because it matters, of course. You’re probably familiar with a business management cliché first uttered by Peter Drucker – ‘What gets measured gets managed’ – but how to measure? The question of management effectiveness becomes more burning when you consider it in the contact of training: while a basic question – “Was is worth it, and what did it achieve?” – should matter to every organisation, few know or attempt to discover the answer. When it comes to training evaluation, organisations hunger for evidence of two often elusive factors: return on investment (ROI), to prove that their expenditure was not wasted, and increases in productivity. Training and learning that doesn’t increase performance wastes not just money but time, energy and optimism. Despite this, many organisations limit evaluation to satisfaction scores: a record that the training took place and was ‘enjoyed’, but its impact remains elusive. One reason that more meaning evaluation is rarely undertaken is the perception that it is difficult to do. Management performance, after all, is typically assessed using not one but a number of yardsticks: ASK’s own Management Development 360 Degree Feedback tool includes sixty individual competences. No training programme could aspire to address and improve managers’ performance in all of these, and we typically gather and facilitate feedback on the 6 – 10 competences most relevant to the scope of the training. We use this 360 degree instrument at the beginning of our programmes as a diagnostic tool, identifying areas for personal development and providing insights that can drive self-awareness. Re-deploying it after training allows us to measure how far participants have travelled and supports future development activity, but it is also another starting point: the beginning of a measure of their effectiveness. […]

By | March 7th, 2017|Management Development|Result Type: Post

The antidote to a toxic culture is better behaviour

They say culture eats strategy for breakfast, and they may have a point. But, like breakfast, culture has ingredients: the behaviours that create the atmosphere and patterns that everyone works within. Think for a moment about your morning muesli, and contemplate that old adage – “One bad apple…” It seems the staff at Business Grapevine might be thinking along similar lines, judging by their recent article, 5 warning signs of a TOXIC company culture. For those that might be concerned, here’s the summary checklist: A lack of employee motivation Inauthentic leadershipHigh turnover rates Absenteeism Lack of communication While culture can – indeed, should – be managed, it’s only reasonable to assume that the decision to create a culture with these characteristics is rarely that any intelligent organisation would take, but how many are mindful that these symptoms can arise surprisingly swiftly when behaviour goes either awry or unchecked? No matter what our staff handbooks and codes of conduct might say, organisations are composed of people, and a degree of irrationality comes with the turf. But that does not mean all is lost. A recent Strategy & Business article profiling Maryam Kouchaki, an expert in the causes of unethical behavioural, included an important reminder: […] although we humans may be hardwired to react and behave in certain ways that may not always make us proud, we are by no means a lost cause. This is just as well, given some of the findings of a recent McKinsey article, The hidden toll of workplace incivility, which charted some of the impact of toxic behaviours:   […]

By | February 14th, 2017|Culture Change|Result Type: Post

How to get the best out of 360 Degree Feedback

To get the best out of a 360 degree feedback process, it’s important to understand its purpose and how it operates, and to prepare yourself for the feedback that you will receive. Picking observers One of 360 degree feedback’s main benefits is to show you fresh perspectives from a wide variety of sources. Before [...]

By | November 10th, 2016|360 Degree Feedback|Result Type: Post

What is 360 Degree Feedback?

In its broadest sense, feedback is information you get about yourself from experience, from other people – or from life. It might be your annual performance review, a long-term client renewing a contract, or your reception when you enter a room. It can be formal or informal, direct or implicit, and either blunt or so subtle that you’re not sure what it is. […]

By | November 8th, 2016|360 Degree Feedback|Result Type: Post