March 9, 2015 by Sandra Mashihi
“Now that I have you thoroughly confused, let me pause to hear your own dismayed cry.” Â -Ray Bradbury 360-Degree Feedback Research Current research suggests that rater agreement will indeed vary in 360-degree feedback assessments largely because feedback research shows that different rater sources provide unique, performance-relevant information (Nowack, 2009 ((Nowack, K. (2009). Leveraging Multirater Feedback […]
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March 1, 2015 by Ken Nowack
“42.7 percent of all statistics are made up on the spot.” Steven Wright Another addition of leadership and talent management “facts” from all over the world. Some intuitive and some not….what do you think? 1. According to the CIPD/Halogen Software Employee Outlook survey, 33% of employees in the public sector stated they believed their organization’s […]
Posted in 360 Degree Feedback, Engagement, Leadership Development, Relate, Selection, Talent Management, Wellness
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February 2, 2015 by Ken Nowack
“Honest criticism is hard to take, particularly from a relative, a friend, an acquaintance, or a stranger. .†Franklin P. Jones Cigarettes in the United States all come with health warning labels on boxes—perhaps vendors should do the same in marketing and selling multi-rater assessments that are so commonly used by coaches, consultants and organizational […]
Posted in 360 Degree Feedback, Engagement, Leadership Development
January 19, 2015 by Ken Nowack
“Just think of how stupid the average person is, and then realize half of them are even stupider!†George Carlin  Most vendors use average scores of raters in their summary reports for 360 degree feedback. For example it’s not uncommon to report a table summarizing the “most frequent†and “least frequent†behaviors perceived by […]
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December 21, 2014 by Ken Nowack
42.7 percent of all statistics are made up on the spot.” Steven Wright Another addition of leadership and talent management “facts” from all over the world. Some intuitive and some not….what do you think? 1. Productivity levels wax early in the week, and wane quickly, according to a survey by staffing services company Accountemps. Approximately […]
Posted in 360 Degree Feedback, Engagement, Leadership Development, Relate, Selection, Talent Management
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April 11, 2013 by Sandra Mashihi
Behavioral change efforts are often not linear but tend to be progressive, regressive, or even static. It seems intuitive that focus on a single behavioral change goal is easier to initiate and sustain, but, surprisingly, multiple simultaneous efforts (e.g., behaviors planned to improve multiple competencies at the same time) tend to be equal or […]
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November 18, 2012 by Ken Nowack
“All you need is ignorance and confidence; then success is sure. Mark Twain” Coaching models and practitioners seem to be increasing exponentially these days. There are even organizations and training institutes devoted specifically to this particular intervention—each with different models, approaches and even ethical/professional guidelines. It seems “everyone†is now doing ssome type of “coaching†[…]
Posted in 360 Degree Feedback, Envisia News
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November 17, 2012 by Sandra Mashihi
“How does a project get to be a year behind schedule? One day at a time.” Â Â Fred Brooks Most 360-degree feedback processes share a common timeline. The recommended process below will give you an idea of how long each step in a complete 360-degree feedback process might take, although it is highly dependent on […]
Posted in 360 Degree Feedback
September 4, 2012 by Sandra Mashihi
This free exercise, and dozens of others, were created for our book, Clueless: Coaching People Who Just Don’t Get It. You can learn more about Clueless by visiting our site or you can buy it from amazon.com today. Purpose of Exercise:Â Coach’s exercise for providing effective 360-degree feedback to clients. How to Administer and Use this […]
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July 12, 2012 by Sandra Mashihi
“A goal without a plan is just a wish.” -Larry Elder Behavioral change efforts are often not linear but tend to be progressive, regressive, or even static. It seems intuitive that focus on a single behavioral change goal is easier to initiate and sustain, but, surprisingly, multiple simultaneous efforts (e.g., behaviors planned to improve multiple […]
Posted in 360 Degree Feedback
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