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Why 'Why?' is not always the question in a 360 Degree Feedback Debrief

In a 360 Degree Feedback debrief, the debriefer has a chance to ask questions as they help the recipient explore their feedback; such as, Why did you do that? Why do you think they said this? Why do you find it difficult? Why are you uncomfortable with...

Published 24 Sep 2012 1:37 PM by Bowland Solutions
The power of targets - a cautionary tale from the seaside

My 14 year old daughter and I had two to three hours to kill at the seaside (Normandy, since you ask). We played "bat and ball". We had to use a ping pong ball as the rubber ball had been lost ... no need to revisit the tensions around that...

Published 5 Sep 2012 11:32 AM by Bowland Solutions
Guest post on being a feedback junkie

We are delighted to share a guest post from Tony Philips of 'The Coaching Approach' - Tony works as a coach with a diverse range of business people and is also an exceptional facilitator who we have been fortunate to have work with us for a number...

Published 4 Sep 2012 9:45 AM by Bowland Solutions
360 degree feedback....hey, tell me something I DO know...!

Very often when we are conducting 360 degree feedback or employee surveys, there are often points in the debrief or sharing of the feedback, which prompts the recipient or organisation to say 'Yes, I guessed I might see that feedback' or 'Yes...

Published 23 Jul 2012 1:36 PM by Bowland Solutions
'Crowdsourcing' your performance appraisals; a recipe waiting to happen?

Forgive the mixed idiom, but it highlights a growing topic of conversation around the seemingly 'new' recipe for performance reviews, coupled with a hesitancy at the potential problems that might befall it. 'Crowdsourcing' simply put in...

Published 17 Jul 2012 9:39 AM by Bowland Solutions
360 degree feedback debriefs; a little more conversation, a little less action

Having recently delivered another training session on how to conduct 360 degree feedback debriefs, I am always struck by the different ways in which the delegates approach the role-plays; in every case some great learning emerges which the group collectively...

Published 13 Jul 2012 1:43 PM by Bowland Solutions
Stack ranking at Microsoft

I'm sure a number of us have read Jack Welch's books and management advice. One of the key HR topics has been his advocating of an approach to performance management where the bottom 10% were identified and let go. A recent article in Vanity Fair...

Published 11 Jul 2012 3:32 PM by Bowland Solutions
Performance Appraisal survey results now available

We have now closed our online survey 'Implementing Performance Appraisals' and have a report available in PDF format; if you would like a copy then just email me directly at john@bowlandsolutions.com. Headline messages: 63% complete performance...

Published 10 Jul 2012 8:52 AM by Bowland Solutions
Sustainable behavioural change; using 360 degree feedback to help embed values

Just reading an article in Training Zone by Tom Quayle of 'The Chemistry Group' which talks about the challenges of creating lasting behavioural change and some pointers as to how to make it happen. There are some good insights into motivational...

Published 6 Jul 2012 2:12 PM by Bowland Solutions
Performance Appraisals taking a step backwards?

The news outlined in this People Managment article of proposed reforms to the practice of performance appraisals within the Civil Service smacks of the Jack Welch, GE mindset, of yesteryear. The 'bottom' 10% of performers could face pay cuts,...

Published 5 Jul 2012 9:32 AM by Bowland Solutions
Guest Blog Post - 4 tips for giving feedback

We are delighted to share a guest post this week from Kevin Watson of My Own Coach , a great company we have the privilege of working with on many leadership and team development initiatives; here Kevin offers some thoughtful reminders of what success...

Published 2 Jul 2012 5:00 AM by Bowland Solutions
Banks, cultures, values and behaviours

Before continuing I feel obliged to say that I worked for a bank (HSBC) for 11 years. I left in 2001. Last night I was listening to a previous executive of Barclays discussing the failure of culture, values and behaviour within his old company - and I...

Published 29 Jun 2012 11:11 AM by Bowland Solutions
360 Degree Feedback slicing through 'Self-serving' biases

A nice little article on the Harvard Business Review blog from McKinsey highlights essentially the idea that most of us are predisposed to rate ourselves better than our peers, direct reports, etc especially in behaviour-related areas and how 360 degree...

Published 27 Jun 2012 1:51 PM by Bowland Solutions
What next after 360 degree feedback? Start in the right place with this top 5

We have spoken many times about how 360 degree feedback ideally raises self-awareness within an individual and should have them take responsibility for the feedback and accept there is something worth paying attention to. The move from the 360 feedback...

Published 22 Jun 2012 8:53 AM by Bowland Solutions
Is this 'seven second' performance appraisal throwing the baby out with the bath water?

This article in People Management regarding the new approach by mining company, First Quantum Minerals, which hangs on the idea of a 'seven second' performance appraisal form, reminds of the appeal associated with those '2 second' pop...

Published 19 Jun 2012 5:20 PM by Bowland Solutions

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brendanwalsh22

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Why 'Why?' is not always the question in a 360 Degree Feedback Debrief

The power of targets - a cautionary tale from the seaside

Guest post on being a feedback junkie

360 degree feedback....hey, tell me something I DO know...!

'Crowdsourcing' your performance appraisals; a recipe waiting to happen?

360 degree feedback debriefs; a little more conversation, a little less action

Stack ranking at Microsoft

Performance Appraisal survey results now available

Sustainable behavioural change; using 360 degree feedback to help embed values

Performance Appraisals taking a step backwards?

Guest Blog Post - 4 tips for giving feedback

Banks, cultures, values and behaviours

360 Degree Feedback slicing through 'Self-serving' biases

What next after 360 degree feedback? Start in the right place with this top 5

Is this 'seven second' performance appraisal throwing the baby out with the bath water?