The 363 for Leaders
By · CommentsThe 363 for Leaders is a new kind of 360 that combines the best of the 360’s with the simplicity and power of Disc. It is one of the best tools for obtaining constructive feedback for leaders, because its main purpose is to identify the personal development needs of the Leader.
Transcript:
Hello, My name is Bill Blake and today I would like to build upon my previous discussions on the Johari Window model, 360 feedback and the importance of constructive feedback in the professional development of Leaders.
Now, I would like to talk with you about a specific application of the feedback concept called Everything DiSC 363 for Leaders; commonly referred to as 363 for Leaders.
First of all – what it is-
363 for Leaders is a multi rater assessment profile designed to give participants constructive feedback on their leadership approaches, It is a new kind of 360 that combines the best of the 360’s with the simplicity and power of DiSC.
The instrument is used to obtain constructive feedback on how the effectiveness of the Leader is perceived, from multiple perspectives in the workplace. Its main purpose is to identify the personal development needs of the Leader – not to measure performance objectives! Read More→
Tags: 360 Assessment, 360 Degree, 360 Feedback, Everything Disc, Feedback 360, Improve LeadershipFeedback for Leaders: The Key to Peak Performance
By · CommentsIn this video we explore the 360 degree Feedback model – it’s characteristics, what it is, and what it is not, a model for implementation, and 360 Degree Feedback’s main advantages.
Video Transcript:
Hello, My name is Bill Blake and today I would like to talk with you about something that can be often controversial – that is, giving feedback to Leaders and the use of 360 Degree Feedback.
And yet in an article published in “Smartbrief on Leadership” Mike Myatt makes the point that the training of Leaders should be scrapped in favor of development. He said, “You don’t train leaders you develop them – a subtle yet important difference lost on many.” He went on to argue: “Don’t train leaders, coach them, mentor them, discipline them and develop them, but please don’t attempt to train them.” And he concluded his article with “If what you desire is a robotic, static thinker – train them. If you’re seeking innovative critical thinkers – develop them.” Read More→
Feedback for Leaders
By · CommentsKen Blanchard describes “feedback” as the “Breakfast of Champions”.
It is almost impossible to reach your true potential without a coach or mentor to provide the feedback necessary to make the course corrections that will ensure your success.
A leader, today, is often isolated to the point where information, necessary for skill improvement, is not readily available. To find the greatest level of success, whether in sports or working with people in an organization, feedback can serve as motivation for success. When one receives feedback, they decide how they will apply it to their job. For the greatest success, any leaders should learn how to accept any kind of feedback, analyze it in a positive manner, and use it for further improvement.
Normal feedback, such as workplace performance appraisals comes from just one source. A more reliable way is through a multi-source (or 360°) assessment tool that gathers and reports feedback from many sources. It is also the most effective method available for giving people information about different areas of their workplace performance that are hard to measure.
To reach their performance potential people need feedback on how they are doing. Feedback can also be used in developmental programs to assess the impact of the programs and is most effective in coaching and mentoring. It is also an ideal way to determine the extent to which the training has resulted in the desired behavioral change.
This site outlines the characteristcs and uses of 363 for Leaders™ – a feedback instrument we feel is the best in it’s field.
Tags: assessment tool, bill blake, ken blanchard, Norquest Associates, performance appraisals, performance feedback, skill improvement, systematic evaluation
