Important leadership & team content you can apply immediately.
ByWe’ve received some great feedback, including some suggesting we should show some sample content from our Making Managers into Leaders Institute, our online learning portal. Great idea!
First, Ed Oakley will share one more important aspect of effective leadership skill development.
Then, we will share one of our weekly learning videos, that you can use with your team as a team-based learning opportunity. Think about the value of every team member, one at a time, getting this kind of feedback. Talking about a team-building exercise!
IMPORTANT: Because the following video is in our “members only” area, you will need a password to watch the 8.5 minute video. The password is “feedback360” without the quotes.
Watch: “Getting Awesome Feedback without Costly 360 Assessments” now.
You’ll need a password. It is … feedback360
As always, we’d appreciate comments.
Ed Oakley and the Enlightened Leadership team
11 Comments
September 9th, 2010 at 6:23 am
Ed,
I viewed the “Getting Awesome Feedback without Costly 360 Assessments” and I really appreciate the concept. I believe that in an environment where there is a high degree of trust among the team, this approach could provide very positive results for both the leader and the team. In an environment with a low degree of trust, however, I think this approach could really backfire. If the team does not trust the leader or each other, they are not going to open up in such a setting. Before embarking on this activity, I would want to do an honest assessment to determine if such a meeting would be “right conversation at the right time.”
September 9th, 2010 at 7:49 am
This is a great concept and plan. I have done something similar with my employees. I would like to share this concept with other supervisors and managers. The wording of the questions is key. Thanks for sharing.
September 10th, 2010 at 12:22 pm
very good information, as always, I have found this information very useful on my job, thank you for all of the input
September 11th, 2010 at 4:22 pm
I think being the first to openly take feedback will go a long way to set the example for the rest of the team. They will all be more likely to participate openly when I have gone first. I like just saying thank you to the positive feedback and will try it. I find complements difficult to accept but will try the simple approach. Great starting point. Thanks for sharing the ideas.
September 12th, 2010 at 7:25 pm
Thanks for your comments, Gayle. I can agree with you if trust is really, really bad.
On the other hand, it can be a trust building tool if and only if the team leader is wanting and willing to do develop herself and the team. She can invite honest input – yet with questions that are pretty easy to answer – then follow-through to show she is serious about improving. And that’s the key! The leader has to be at a stage in her life that she realizes she’s not perfect, realize perceptions of her team are her team members’ reality, and WANT to listen and make changes.
Now, imagine getting a video every week that could be shared and discussed with that team!
September 12th, 2010 at 7:27 pm
Thanks, Jean, and I hope you WILL share with other supervisors and managers. And I hope you’ll let them know we’re about to open up a special offer for weekly learning videos like this one + + +.
Ed
September 12th, 2010 at 7:27 pm
You’re welcome, August. And I much appreciate your acknowledgements. That says a lot about who you ARE!
Ed
September 12th, 2010 at 7:29 pm
Great, Mark! DO try it, and you said it well. So key to the process is a simple “thank you” for each of the compliments, as well as each of the “even betters!”
Let me know your experience.
Ed
September 14th, 2010 at 12:47 pm
as always, this is very valuable information to bring to the work environment, as managers and team leaders we should follow this advice, this does help to make an operation run smoother, thanks again
September 14th, 2010 at 6:50 pm
Ed, isn’t it funny how it always gets back to being open and honest with others, speaking with respect and keeping our eyes on the higher organizational goals? People spend so much time getting in their own way. Your easy-to-hear and follow style makes your videos spot on.
September 15th, 2010 at 12:29 pm
This is a great idea/process, but I don’t believe HONEST feedback is given when their is distrust. If this exsists a different approach/process may be needed. The anonymity of a 360 may be the answer. However, it’s been my experience that even with 360′s some are reluctant to provide honest and constructive feedback.
Feedback should be important to all of us. How much better would our relationships (professional and personal) be if we knew what we were doing well and what we can do even better.
Good stuff….