Posts Tagged ‘ feedback ’

Are You a Failure Because You Are Success?

Posted by: Elizabeth on July 5, 2011

I’ve been blogging lately on leadership, and came upon a great perspective on how success can actually become an obstacle for future success.  Marshall Goldsmith is the best-selling author of Mojo and What You got You Here Won’t Get You There and examines the 4 beliefs that can limit your leadership success.

  1. I Have Succeeded – As leaders we have worked hard to achieve our positions and to advance the goals of our organization.  We have certainly achieved some measure of success or we wouldn’t sit in our current position.  This belief in our success enables us to bank on our past efforts and even take risks.  However, this belief in our success can transcend changes in our organization and even cause us to ignore negative feedback (more…)

I’d Rather Clean the Office Refrigerator

Posted by: Cathleen on April 26, 2011

Most managers will confess that giving employee feedback is one of the most difficult tasks they undertake.  Jack Welch, an American chemical engineer, businessman and author, was Chairman and CEO of General Electric between 1981 and 2001.  In his book Winning, Welch outlines his design for providing effective feedback: (more…)

Manage Yourself

Posted by: Elizabeth on February 24, 2011

Linda Hill and Kent Lineback are coauthors of Being the Boss: The 3 Imperatives for Becoming a Great Leader. Their insight should motivate you to reflect and improve.

Even after years of management experience, situations and moments of doubt will come that cause you to question your capabilities.  This may come from a challenging new assignment, difficult employee situations, or a mediocre performance review.  Any of these should serve as an indicator that you need to assess (more…)

Analyze That!

Posted by: Elizabeth on February 1, 2011

The “D” in the DECIDE model, is to deploy or act on the decision.

The final step or the “E” in the DECIDE model, is to evaluate the decision. The final phase brings the system full circle, as it asks the decision maker to evaluate the decision-making process and to apply feedback to both the system and to the decision problem for future reference. (more…)

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