One Bad Apple Spoils The Bunch
Effective leaders believe that “one bad apple spoils the bunch”… and they are right. When leaders spot a bad apple, it is vital to take immediate action to counsel them once or twice. Most bad apples require coaching on the harsher side – similar to “tough love”. If a leader is unfamiliar with legal liabilities surrounding disciplinary conversations with employees, they should seek to partner with your Human Resource Department for support in this process.
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The purpose of 360° Leadership Feedback is to assist you in developing your capabilities fully. In order to provide you with the broadest possible perspective, feedback is typically requested directly from you and other people within the organization.
The number of people enlisted in the leadership evaluation process generally depends on the size of the organization or the role of the leader being evaluated. As a rule of thumb, you should cover all 360° around the leader’s position – including direct reports, indirect reports, peers and coworkers.
Feedback is a form of respect and it can provide leaders with the invaluable resource of unfiltered evaluation. The process itself should be presented in such a way that communicates its importance for individual growth (professionally or personally). Human Resource Managers must exercise good judgement in facilitating the 360° Leadership Surveys from start to finish.
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If staffing is one of your leadership responsibilities, you undoubtedly know that hiring “the right people” can be tough and tedious work. But it’s also important work – arguably the most important function you will ever perform.
With few exceptions, the more effort you put into the hiring process, the less you need to devote to managing the performance of the people you bring on.
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