Comments for Results vs. Activities

Comment on If Technology Is So Great, Why Do We Need People? by Lee Gardenswartz

Lee Gardenswartz — Wed, 01 Feb 2012 15:08:35 +0000

Plant’s solutions are very good advice…don’t know a company can stay in business without these practices in such a competitive world.

Comment on Let’s Give The Kiddies A Chance by Lee Gardenswartz

Lee Gardenswartz — Wed, 25 Jan 2012 14:08:39 +0000

sounds interesting…I am a lot less optimistic than I used to be. Maybe some of their optimism could rub off on me…I can hope!

Comment on So How Do You Really Measure Emotional and Social Competence? by Lee Gardenswartz

Lee Gardenswartz — Mon, 23 Jan 2012 14:22:15 +0000

You packed a lot of info into this article. Thank you…very helpful. Hope all is well in your life.

Comment on How Should 360-Degree Feedback Data be Collected and Shared? by Peter H

Peter H — Sun, 22 Jan 2012 13:29:24 +0000

I agree it’s effective feedback – however based on recomendation I have got in the past and what I have seen in practice, managers often spend so much time “headhunting” feedback, that I would never recommend people to give their feedback. That said I had got 360 feedback before and I’ve always been very happy with it.

Comment on TGIF – TGINM by Lee Gardenswartz

Lee Gardenswartz — Fri, 20 Jan 2012 15:34:39 +0000

ditto on the importance of sunshine. Light and warmth help me a lot! Hope you are feeling better. Have a nice weekend.

Comment on Yesterday is so … Yesterday by Lee Gardenswartz

Lee Gardenswartz — Wed, 18 Jan 2012 14:14:00 +0000

I don’t deal with the C-suite enough but love the principles and I need to check out Drucker’s questions.
Thanks Bill…how is Mexico?

Comment on Maybe You Can Just Visualize Becoming a Better Leader… by Lee GardenswartzLove

Lee GardenswartzLove — Mon, 16 Jan 2012 16:01:52 +0000

This is both interesting and helpful Ken. Thank you. I have come across this concept in other articles but have not really practiced it. I have identified a few of the items you suggested and I’ll give it a try. Thx.

Comment on How to Minimize Confusion Caused by Rater Disagreements in 360-Degree Feedback? by Micheline Magnotta

Micheline Magnotta — Fri, 13 Jan 2012 17:23:05 +0000

I think this is a matter of sharing enough information so a participant knows when there is a problem, yet not so much information that raters perceive that they will be hunted down for sharing their views. But I wonder if we aren’t giving participants enough credit here. When I think about my working relationship on a specific behavior with each of my co-workers, it’s pretty easy to see that they might perceive my behavior differently. Coaching would certainly help bring this to light (and help ensure that light is more objective) for someone less experienced in report interpretation, so I am a big fan of that suggestion.

Comment on TGIF – “Paraskavedekatriaphobia” by Lee GardenswartzLove

Lee GardenswartzLove — Fri, 13 Jan 2012 14:36:25 +0000

Wouldn’t ya know it?! I woke up thinking about the fact that it is Friday the 13th, wondering what is in store and find you and your delightful piece. Thanks for the chuckles…need them always and for the new vocabulary word that I cannot pronounce or spell. Hope your Friday the 13th is a good one!

Comment on Tossing Starfish Back into the Ocean: A New Tribute to “Memo” the Unsung Leader by Lee GardenswartzLove

Lee GardenswartzLove — Mon, 09 Jan 2012 15:16:49 +0000

What a magnificent, well deserved and inspiring tribute! This is about both of you, Memo for the important and life changing work he does, and you for honoring, appreciating and acknowledging it.

Comment on Toss ‘em or Keep ‘em? What To Do With Harsh Open-Ended Comments in 360-Degree Feedback? by Bruce Roselle

Bruce Roselle — Sat, 07 Jan 2012 20:46:38 +0000

Sandra–you have effectively raised the major points for and against leaving raw comments in 360 feedback. They usually help explain otherwise confusing quantitative scores and provide a richer, deeper feedback report. However, harsh or punitive comments can bring out the worst in the person being rated, including a desire for payback.

On our FULLVIEW Feedback InventoryTM, which has 14 places to make comments, we leave every word the raters write. This means that the person being rated sees the whole continuum of verbiage, from the effusive, honey-sweet to the curt, bitter comments.

The introductory narrative in our FULLVIEW report reminds readers that, no matter what raters said or how low their ratings were, their feedback is a gift of their time and energy. We suggest that people value that rater time and energy, and state that it’s better to know the degree to which raters think they walk on water or suck water, than to not know.

We have found that those receiving the ratings and comments usually put them into perspective, and then move on to creating a development plan. Sometimes, like a new coaching client of mine, they get stuck for a week or two and need additional help to process the hurt and disappointment they feel.

I am on the side of showing them the true comments and ratings, and then helping them come to grips with the data.

Bruce

Comment on TGIF – Better To Work Late Than Drive Drunk by Tossing Starfish Back into the Ocean: A New Tribute to “Memo” the Unsung Leader

Fri, 06 Jan 2012 22:31:24 +0000

[...] week Bill also writes a special Blog for Envisia Learning called TGIF that always has a special call on becoming more involved as a volunteer in areas where you might [...]

Comment on TGIF – Positive Change By Doing Less by Lee GardenswartzLove

Lee GardenswartzLove — Fri, 06 Jan 2012 14:56:24 +0000

Paula Poundstone’s line is just perfect. Thanks for the chuckle. Have a nice weekend.

Comment on 1/5/12: Top Talent Development Posts this Week by Dan McCarthy

Dan McCarthy — Fri, 06 Jan 2012 13:36:41 +0000

Wally –
“Watch for the clouds to part”? LOL.
Thanks for featuring my post.

Comment on Happy New Year – Ready Or Not! by Lee GardenswartzLove

Lee GardenswartzLove — Wed, 04 Jan 2012 15:09:45 +0000

Just read How to Accomplish More by Doing Less…very good article! thanks.