6 Steps for Maximizing Feedback Through Feedforward

Described by Marshall Goldsmith in his book What Got You Here Won’t Get You There, feedforward is a process to solicit help in improving your performance once you’ve gotten feedback on what you need to improve upon. In our coaching process, and in many others, this is done through a 360° feedback assessment. (If you want other tips on how to solicit feedback yourself, Goldsmith’s book has a methods you can employ, or you can read ideas we recommend here.   How to do it: Once you get feedback, you then follow the feedforward process as Goldsmith describes by: What

Looking for a Magic Wand in 2014?

Are you a leader with a talent management problem like turnover, absenteeism, employee engagement, etc.? What if I gave you a magic wand in 2014 and it could wipe your problem out? One way to do this is to see yourself as a key driver of organizational strategy and results and then use this mindset to drive talent management process improvements that connect back to bottom line results. This mindset is your magic wand. Wait a minute you say! It can’t be that easy. Just thinking strategically can’t eliminate (insert your problem here). Recently, I described a process to a

2013 Year In Review

This year, I made my professional and personal goals public in order to demonstrate one effective characteristic of goal setting- going public with them. So, did going public help? Here’s how this year shook out: Goal 1. Maximize productivity in the morning. Result: Accomplished, but room for improvement. I didn’t get up as early as I had planned, and I really owe more credit to this happening to my running accountability partner and my early-bird three year old than I do myself. But, mornings have gone a lot smoother this year. Goal 2. Grow company revenue by 30% or more

Flexibility to Reduce Workplace Stressors

I attended a seminar last week discussing ways to improve productivity and communication in the workplace. One thing that stood out to me in the presentation was the emphasis the presenter placed on eliminating stressors so that people could be innovative and creative. He placed a value on innovation and creativity as the only differentiating factors in creating a sustainable advantage. What if standard or traditional work arrangements are creating workplace stressors and reducing innovation and creativity? This leads me to consider a tie to a book I mentioned last week,  The Elephant and the Flea  and its emphasis on