Performance: Getting the 360th degree
ReportonBusiness.com - Canada
Ms. Joyce had just been through her most recent 360-degree feedback review and was ready to hear the results. "Now I'm going to mention something – and ...
Use of psychometric profiling in coaching on the rise
PersonnelToday.com - UK
"They usually include a psychometric and 360-degree feedback as core to the first module. In some cases at the end of the development programme the ...
PersonnelToday.com - UK
"They usually include a psychometric and 360-degree feedback as core to the first module. In some cases at the end of the development programme the ...
360 Feedback News Alerts
WORKWISE: Give solution to counter destructive ego
Suburban Journals - Town and Country,MO,USA
Bishop says a company with a 360-degree feedback policy may put a person in check. "Help the person increase self-understanding," she recommends. ...
Suburban Journals - Town and Country,MO,USA
Bishop says a company with a 360-degree feedback policy may put a person in check. "Help the person increase self-understanding," she recommends. ...
Feed It Forward
BusinessWeek - USA
Most of us hate getting negative feedback, and we don't like to give it. I have reviewed summary 360-degree feedback reports for more than 50 companies. ...
See all stories on this topic
The Booth Company Releases Updated Executive Leadership 360 Feedback Survey
The Booth Company introduces the new Executive Leadership Survey (ELS), an updated version of its popular 360 feedback survey for developing executive leadership talent. The newly-added emotional intelligence dimensions and their time-tested counterparts combine to provide the executive with a realistic and comprehensive view of the executive role, and feedback that is used to develop relevant skills.
Boulder, CO (PRWEB) November 15, 2007 -- The Booth Company introduces the new Executive Leadership Survey (ELS), an updated version of its popular 360 feedback survey for developing executive leadership talent. This is the most significant update to the survey in over a decade, combining current research, industry trends and customer feedback to refresh its relevancy while increasing the simplicity of the feedback process.
The everyday responsibilities of executives have evolved significantly since the ELS was created in 1989. Recent technological developments have led to greater amounts of communication, requiring executives to make decisions more frequently and within shorter timeframes. Taking this into account, The Booth Company has included three new dimensions in the new ELS: "Awareness of Others," "Self-Awareness" and "Self Management." These additions allow the executive to receive confidential feedback regarding his or her abilities to professionally interact with others, master personal impulses, and make rational choices in situations that often involve pressure and disagreement.
Evaluating such competencies has become an increasingly common industry practice in recent years, typically under the label of "emotional intelligence." Known as "E.Q." (Emotional Intelligence Quotient) - primarily to differentiate it from the more traditional intelligence assessment, I.Q. (Intelligence Quotient) - emotional intelligence provides an interesting model to assess interpersonal leadership skills and rationality in pressured decision-making situations. However, this approach has also received its share of criticism, mostly stemming from emotional intelligence tests that evaluate personality traits and characteristics instead of skills and abilities that may be developed.
The new ELS dimensions and their time-tested counterparts (such as "Business & Financial Acumen," "Industry & Market Insight," and "Organizational Savvy") combine to provide the executive with feedback from peers that is used to develop relevant skills. In this way the new E.Q. dimensions reliably augment the 360 feedback assessment of traditional executive competencies, providing an assessment that remains explicitly focused on a well-rounded set of the most relevant skills needed by today's executives. According to Dr. Daniel Booth, founder of The Booth Company, "combining E.Q. with traditional executive skills in one coaching tool is not only more efficient, it helps executives accept that being an effective thought leader and organizational manager is only half of the effectiveness equation. He or she might be the smartest person on the team, yet still fail or fall short for lack of empathy, self-awareness or skills in managing emotions. The new ELS helps the executive achieve a more realistic and comprehensive view of the executive role."
About The Booth Company:
The Booth Company publishes and administers 360 degree feedback surveys based on the Task Cycle®, a validated theory of leadership and management roles. Its comprehensive set of surveys measure the fundamental skills of mission-critical organizational roles, including executives, first-line and middle managers. The survey results are compared to continuously updated industry and country norms. Since 1972 The Booth Company has distributed its surveys and feedback workshops internationally through corporate universities and an exclusive network of certified senior executive coaches.
The Booth Company, a Pioneer in 360 Feedback, Marks 35th Anniversary
For 35 years managers and executives have turned to The Booth Company (TBC), www.boothco.com, to become better leaders. Headquartered in Boulder since its founding by Dr. Daniel J. Booth Ed.D, TBC currently serves leaders throughout the world in many of their own languages.
Boulder, CO (PRWEB) November 6, 2007 -- For 35 years managers and executives have turned to The Booth Company (TBC), www.boothco.com, to become better leaders. Headquartered in Boulder since its founding by Dr. Daniel J. Booth Ed.D, TBC currently serves leaders throughout the world in many of their own languages. This is a long way from its beginning in 1972 as a one-person university-town consultancy.
The idea behind The Booth Company has always been to improve organizational performance by raising the competence of leaders and managers. To TBC, this always required moving from the traditional top-down command structure to participative management. It also entailed a revolutionary change to traditional accountability whereby managers would also be accountable to their teams.
In the mid-70's, Dr. Booth became convinced that upward feedback, especially as applied worldwide by TBC's client, IBM, had the potential for creating these cultural shifts in other organizations. Dr. Booth immediately began designing questionnaires and trying them out on regional organizations, such as Adolph Coors and the Denver Water Department.
Simultaneously in Connecticut, Dr. Clark L. Wilson (often acknowledged as the "father of 360 feedback") released the first of his multi-rater instruments and was testing them at DuPont and Pitney Bowes. When Dr. Booth read the professional reviews of Wilson's instruments and Wilson learned of Booth's ability to find users, they formed a partnership with Wilson as scientist and The Booth Company as marketer until the companies merged in 1999.
Today, TBC's commitment to developing leadership talent through quality feedback programs continues with comprehensive assessment solutions. When asked about the relevance of 360's in today's workforce Dr. Booth replied, "In the increasingly competitive and global marketplace of today, it's not surprising that 360s are as relevant as ever. What hasn't changed in 35 years is the need for people to learn and master leadership, management and teaming skills. Other constants are the requirements that we stay customer focused and on the cutting edge of knowledge and tools. These, combined with the opportunity to work with high integrity clients, keep me more enthusiastic than ever."
The Booth Company publishes and administers 360-degree feedback surveys based on the Task Cycle®, a validated theory of leadership and management roles. Its comprehensive set of surveys measure the fundamental skills of mission-critical organizational roles, including executives, first-line and middle managers. The survey results are compared to continuously updated industry and country norms. Since 1972, The Booth Company has distributed its surveys and feedback workshops internationally through corporate universities and an exclusive network of certified senior executive coaches.
360 Feedback Items
Business - The Power of 360 Degree Feedback
By Duncan Brodie
Many organisations have set up appraisals systems. Those that are most effective include 360 degree feedback. So what is 360 degree feedback and how can you start to put it in place? 360 Degree
Help develop vital resources -- your employees
Seattle Post Intelligencer - USA
One popular tool to find challenge areas is the 360-degree review, or "multirater" assessment, used to gather performance feedback from those who work ...
Select your preferred newsletter format: text html
Inc.com - New York,NY,USA
There are several ways you can get feedback about your work performance. Formally, you can get it through 360 multi-rater assessments. In a 360, peers, ...
Challenging Old Stereotypes: RSM Richter Turns the Idea of a ...
Market Wire (press release) - USA
"For instance, in 2007, we initiated a 360-degree feedback program, conducted an internal employee satisfaction survey, delivered major enhancements to our ...
By Duncan Brodie
Many organisations have set up appraisals systems. Those that are most effective include 360 degree feedback. So what is 360 degree feedback and how can you start to put it in place? 360 Degree
Help develop vital resources -- your employees
Seattle Post Intelligencer - USA
One popular tool to find challenge areas is the 360-degree review, or "multirater" assessment, used to gather performance feedback from those who work ...
Select your preferred newsletter format: text html
Inc.com - New York,NY,USA
There are several ways you can get feedback about your work performance. Formally, you can get it through 360 multi-rater assessments. In a 360, peers, ...
Challenging Old Stereotypes: RSM Richter Turns the Idea of a ...
Market Wire (press release) - USA
"For instance, in 2007, we initiated a 360-degree feedback program, conducted an internal employee satisfaction survey, delivered major enhancements to our ...
TBC Launches TruScore™, A Next Generation 360 Survey Software Platform
Boulder, CO (PRWEB) October 3, 2007 -- The Booth Company, an international provider of leadership development surveys, announces the release of TruScore™, an online software application for designing, implementing and controlling all aspects of multi-rater feedback surveys. TruScore makes leadership development available to any organization by allowing unprecedented levels of control and customization while allowing compatibility with any 360-degree feedback survey or multi-rater leadership assessment.
A
longtime technological leader in the industry, The Booth Company first offered 360-degree feedback surveys and administrative tools online in 1996. Prior to this, surveys were completed with paper and pencil, and then tediously scanned into computers to calculate scores. The Internet drastically increased efficiency, allowing The Booth Company to offer customized feedback solutions to fit the individual needs of clients. The release of TruScore continues this trend, allowing all aspects of the process to be customized while enhancing user experience and administrative control at every level. Most importantly, TruScore is designed to be compatible with a broad range of assessments, making it an ideal platform for independently authored surveys as well as The Booth Company's Task Cycle® surveys.
TruScore improves the implementation of 360-degree feedback surveys by providing project managers with the administrative tools necessary to manage large projects. They'll find it easy to add participants to projects, monitor their progress in real-time, and control the solicitation of feedback. The participants and their raters are automatically guided through the process with an intuitive interface that clearly defines next steps and expectations. All survey screens, project emails and feedback reports are customizable to fit the needs of any organization. Additionally, each supports translation into double-byte character languages and is available with organizational branding, including company specific logos and color schemes.
TruScore is a secure, on-demand application operating on Microsoft's .NET framework. This gives survey participants and administrators the opportunity to access TruScore at any time from a computer that has an Internet connection and browser. This platform also provides endless possibilities for meeting specialized requests at any stage of the feedback process.
The Booth Company publishes and administers 360-degree feedback surveys based on the Task Cycle®, a validated theory of leadership and management roles. Its comprehensive set of surveys measure the fundamental skills of mission-critical organizational roles, including executives, first-line and middle managers. The survey results are compared to continuously updated industry and country norms. Since 1972, The Booth Company has distributed its surveys and feedback workshops internationally through corporate universities and an exclusive network of certified senior executive coaches.
Can 360 Feedback Help Executives Develop Charisma?
Can 360 Feedback Help Executives Develop Charisma?
By Paul M. Connolly, Ph.D.
D., as the research platform for 360-degree behavioral feedback to executives and leaders. We selected this as the behavioral instrument for our study. The model incorporates the behavioral dimensions shown in the Task Cycle exhibit ...
Human Resources Surveys, Tests,... - http://surveyfeedback.blogspot.com/
By Paul M. Connolly, Ph.D.
D., as the research platform for 360-degree behavioral feedback to executives and leaders. We selected this as the behavioral instrument for our study. The model incorporates the behavioral dimensions shown in the Task Cycle exhibit ...
Human Resources Surveys, Tests,... - http://surveyfeedback.blogspot
Advice on Leadership and Workplace Behavior
CIO - Framingham,MA,USA
Conduct a qualitative 360-degree assessment by conducting interviews with his key stakeholders. The qualitative assessment will provide in-depth insights as ...
See all stories on this topic
Don't take your junior colleagues for granted
Economic Times - India
India Inc is increasingly opting for a 360-degree feedback tool, which allows a multi-tier assessment of an executive, not just from his boss but also from ..
Economic Times - India
India Inc is increasingly opting for a 360-degree feedback tool, which allows a multi-tier assessment of an executive, not just from his boss but also from ..
Virgin Atlantic's HR in Practice: high-flying management
PersonnelToday.com - UK
Virgin Atlantic has since run a second 360-degree feedback programme, which revealed the perception of managers' performance by their direct reports has ...
PersonnelToday.com - UK
Virgin Atlantic has since run a second 360-degree feedback programme, which revealed the perception of managers' performance by their direct reports has ...
To improve, even executives need help recognizing their faults
Sun-Sentinel.com - Fort Lauderdale,FL,USA
To help people behave effectively in the workplace, Goldsmith solicits 360-degree feedback. That's getting feedback from an individual's boss, co-workers, ...
Sun-Sentinel.com - Fort Lauderdale,FL,USA
To help people behave effectively in the workplace, Goldsmith solicits 360-degree feedback. That's getting feedback from an individual's boss, co-workers, ...
Marshall Goldsmith Coaching Process
My Coaching Process
By Marshall Goldsmith
First, I solicit 360 degree feedback from my client's colleagues - as many as can provide valid information - from up, down and sideways in the chain of command, often including family members - for a comprehensive assessment of their ...
By Marshall Goldsmith
First, I solicit 360 degree feedback from my client's colleagues - as many as can provide valid information - from up, down and sideways in the chain of command, often including family members - for a comprehensive assessment of their ...
Web-based 360 Feedback Process
Web-based 360 Feedback Process
By humanresources.guide@about.com(humanresources.guide@about.com)
The outcomes you experience from your 360 degree feedback process are dependant on the decisions you make about the goals you want to achieve. The most important outcome of the 360 degree feedback process is personal and career ...
By humanresources.guide@about.com(humanresources.guide@about.com)
The outcomes you experience from your 360 degree feedback process are dependant on the decisions you make about the goals you want to achieve. The most important outcome of the 360 degree feedback process is personal and career ...
360 Degree Feedback Software Platform
Amadeus Consulting Completes Development of TruScore, a Next ...
Emediawire (press release) - Ferndale,WA,USA
The Booth Company develops and administers "360 Degree" Feedback Surveys for executives and managers of Fortune 500 companies and applies statistical ...
Emediawire (press release) - Ferndale,WA,USA
The Booth Company develops and administers "360 Degree" Feedback Surveys for executives and managers of Fortune 500 companies and applies statistical ...
The Great Debates About 360 Degree Feedback
About - News & Issues - New York,NY,USA
In the great 360 degree feedback debate, do members of the organization provide 360 degree feedback anonymously or face-to-face? Do 360 ratings affect ...
About - News & Issues - New York,NY,USA
In the great 360 degree feedback debate, do members of the organization provide 360 degree feedback anonymously or face-to-face? Do 360 ratings affect ...
Soft Skills Training - How to Get a Return on Your Investment
By Tina Halperin(Tina Halperin)
The easiest, and arguably most effective way to do this is through 360-degree feedback, which provides a fairly objective assessment of skills that are often difficult to observe and measure. Analysis of current people skills enables ...
By Tina Halperin(Tina Halperin)
The easiest, and arguably most effective way to do this is through 360-degree feedback, which provides a fairly objective assessment of skills that are often difficult to observe and measure. Analysis of current people skills enables ...
Does self-appraisal make a difference?
Express Computers - Bombay,India
Many organisations like KPIT have adopted the 360 degree feedback process for senior leadership team. It is acknowledged as one of the best processes to ...
Express Computers - Bombay,India
Many organisations like KPIT have adopted the 360 degree feedback process for senior leadership team. It is acknowledged as one of the best processes to ...
Introducing 360-degree appraisals requires HR to invest time and ...
PersonnelToday.com - UK
"The training provides background to 360-degree assessments and how to interpret data, and we then get them to deliver feedback on their own results to each ...
Career coach: Identifying potential leaders
PersonnelToday.com - UK
Create a robust 360-degree feedback tool that measures people against the new competencies. Identify who will receive the development. ...
PersonnelToday.com - UK
"The training provides background to 360-degree assessments and how to interpret data, and we then get them to deliver feedback on their own results to each ...
Career coach: Identifying potential leaders
PersonnelToday.com - UK
Create a robust 360-degree feedback tool that measures people against the new competencies. Identify who will receive the development. ...
360 feedback news items
Nat'l School of Gov't launches 360 degree feedback tool for Civil ...
PublicTechnology.net - UK
The National School of Government has launched a new 360 degree feedback tool for Civil Service leaders designed around the Cabinet Secretary's new ...
How to Conduct the Upward Feedback Process for Any Organization
By By info@associatedcontent.com (Sona)
Upward feedback process is a appraisal process in which subordinates will provide feedback for hisher supervisor Upward feedback is little different from 360 degree feedback where feedback is also collected from peers and supervisors.
PublicTechnology.net - UK
The National School of Government has launched a new 360 degree feedback tool for Civil Service leaders designed around the Cabinet Secretary's new ...
How to Conduct the Upward Feedback Process for Any Organization
By By info@associatedcontent.com (Sona)
Upward feedback process is a appraisal process in which subordinates will provide feedback for hisher supervisor Upward feedback is little different from 360 degree feedback where feedback is also collected from peers and supervisors.
How leaders can change for the better
Bangkok Post - Thailand
When he does executive coaching, he starts by soliciting ''360 degree'' feedback from people surrounding the person being coached: subordinates, colleagues, ...
See all stories on this topic
TruScore - Asessment Platform
For Immediate Release
Amadeus Consulting Completes Development of TruScore™, a Next-Generation “360 Degree” Employee Evaluation System for The Booth Company
Boulder, Colo., June 5th, 2007
Amadeus Consulting, a leading custom software development company, today announced the completion of TruScore™, a large-scale custom software development project for The Booth Company, an international provider of professional performance surveys and feedback workshops. The Booth Company develops and administers “360 Degree” Feedback Surveys for executives and managers of Fortune 500 companies and applies statistical validation on over 200 million responses with a comprehensive battery of measurements on key management skills.
Amadeus has provided software development services to Booth for several years, helping the company maintain its competitive position with one of the most advanced technology platforms of its kind. In the latest installment of a multiphase product evolution, Amadeus developed the TruScore™ software modules for the administration of complex, large-scale survey programs, accessible through a web-based portal, enabling the provisioning of their software as a service. Leveraging the many advantages of a dynamic web-based system, Booth can now provision branded, customized sites to multiple corporate clients from a centralized system, giving clients greater control over program design and management.
The all-new streamlined user interface has been updated with AJAX controls and includes enhanced multi-language support of participant surveys. Unique rater pass keys track survey status against participant invite lists while maintaining the anonymity of all participants. Workflow refinements allow Booth to support more client programs without additional manpower.
Other new enhancements include a highly configurable multi-level security model for controlled access to specific sections of the system and limited data access. The database performance has been optimized for rapid report generation with results by region, division and management level, and additional features for analysis and scoring routines.
“After working with Amadeus on several large-scale projects over the past few years, we admire their remarkable technical skills and rely on their ability to implement new systems and enhancements with a positive impact on our business,” stated Tom Kuhne, Vice President and Chief Information Officer of The Booth Company.
Amadeus developed the Booth system using Microsoft’s .NET Framework, architected with a flexible data model and separation of presentation, application and data access layers for maximum stability, maintainability and scalability. The analysis engine is a custom application that runs against the entire historical data set and performs advanced statistical analyses. All questions are stored in the relational database for full content management capabilities.
Amadeus Consulting (http://www.AmadeusConsulting.com) is a custom software development company dedicated to creating intelligent technology solutions with successful business results. Amadeus is a Microsoft Gold Certified Partner, winner of the Microsoft Office XP Challenge, and Woman-Owned Business of the Year in 2003, awarded by the Colorado Federation of Business and Professional Women.
The Booth Company (http://www.boothco.com) publishes and administers 360 degree feedback surveys based on the Task Cycle®, a validated theory of leadership and management roles. Its comprehensive set of surveys measure the fundamental skills of mission-critical organizational roles, including executives, first-line and middle managers. The survey results are compared to continuously updated industry and country norms. Since 1972 The Booth Company has distributed its surveys and feedback workshops internationally through corporate universities and an exclusive network of certified senior executive coaches.
Contacts
Amadeus Consulting
Boulder, Boulder, CO
Phone: 720.564.1231
Email: info@wolfgang.com
Web: www.AmadeusConsulting.com
Hank Curtis
The Booth Company
Boulder, Colorado
Phone: 303.581.1408
Email: info@boothco.com
Web: www.boothco.com
360 Degree Feedback News Items
New Competencies for HR
HR Magazine - Alexandria,VA,USA
Anyone who has been through a 360-degree appraisal knows that criticism can be jarring. It's risky to open yourself up to others' opinions when you don't ...
How leaders manage
Times Online - UK
Leaders who can be trusted are self aware and know what differentiates them from their colleagues (if you don't, 360-degree feedback can help), ...
BUSINESS MANAGEMENT
Recruiter Magazine - London,UK
The survey also revealed the growing popularity of 360 degree feedback tools which gather the views of an individual's managers, peers and direct reports ...
'What got you here won't get you there'
Bangkok Post - Klong Toey,Bangkok,Thailand
Once a client agrees to use his service, he solicits ''360-degree feedback'' from as many colleagues as he can talk to _ up, down, and sideways in the chain ...
HR Magazine - Alexandria,VA,USA
Anyone who has been through a 360-degree appraisal knows that criticism can be jarring. It's risky to open yourself up to others' opinions when you don't ...
How leaders manage
Times Online - UK
Leaders who can be trusted are self aware and know what differentiates them from their colleagues (if you don't, 360-degree feedback can help), ...
BUSINESS MANAGEMENT
Recruiter Magazine - London,UK
The survey also revealed the growing popularity of 360 degree feedback tools which gather the views of an individual's managers, peers and direct reports ...
'What got you here won't get you there'
Bangkok Post - Klong Toey,Bangkok,Thailand
Once a client agrees to use his service, he solicits ''360-degree feedback'' from as many colleagues as he can talk to _ up, down, and sideways in the chain ...
Workplace Coach: Only thing you can count on is change
Seattle Post Intelligencer - Seattle,WA,USA
There are a number of assessment tools available, with "360" evaluations (feedback surveys from multiple raters associated with you) being one way to help ...
Seattle Post Intelligencer - Seattle,WA,USA
There are a number of assessment tools available, with "360" evaluations (feedback surveys from multiple raters associated with you) being one way to help ...
The making of a CIO
Computerworld - Framingham,MA,USA
Therefore, while overseeing application development at Ameritrade, Bartlett said he also sought 360-degree feedback from IT staffers and his bosses on his ...
Computerworld - Framingham,MA,USA
Therefore, while overseeing application development at Ameritrade, Bartlett said he also sought 360-degree feedback from IT staffers and his bosses on his ...
The unsung heroes
Express Computers - Bombay,India
In fact, in many organisations, the concept of 360-degree feedback is being practiced and encouraged. In this, the employee gets an opportunity to appraise ...
Express Computers - Bombay,India
In fact, in many organisations, the concept of 360-degree feedback is being practiced and encouraged. In this, the employee gets an opportunity to appraise ...
Turning a Negative into a Positive
BusinessWeek - USA
I will never forget the first time I received 360-degree feedback from my own staff. My score on "avoids destructive comments" was in the eighth ...
BusinessWeek - USA
I will never forget the first time I received 360-degree feedback from my own staff. My score on "avoids destructive comments" was in the eighth ...
360 Degree Feedback News
Leadership focus: Looking after your leaders - How to nurture good ...
PersonnelToday.com - UK
"Help staff understand what they can do to meet the company goals by conducting regular 360-degree feedback, performance reviews, and introduce coaching and ...
Leadership brings sweet rewards for Sainsbury's
PersonnelToday.com - UK
The events involved 360-degree feedback and role plays based both in the business and out of it. A board director was present at every event. ...
PersonnelToday.com - UK
"Help staff understand what they can do to meet the company goals by conducting regular 360-degree feedback, performance reviews, and introduce coaching and ...
Leadership brings sweet rewards for Sainsbury's
PersonnelToday.com - UK
The events involved 360-degree feedback and role plays based both in the business and out of it. A board director was present at every event. ...
How to avoid the plague of micromanaging
Rochester Democrat and Chronicle - Rochester,NY,USA
In addition, a more formal option might include a 360 feedback assessment that direct reports complete anonymously. This would answer your question about ...
Rochester Democrat and Chronicle - Rochester,NY,USA
In addition, a more formal option might include a 360 feedback assessment that direct reports complete anonymously. This would answer your question about ...
Coaching success
Recruiter Magazine, UK - 2 hours ago
"So we've developed a 'Good Boss' programme, which means 180-degree feedback from their subordinates every six months. This looks at their behaviours and ...
Recruiter Magazine, UK - 2 hours ago
"So we've developed a 'Good Boss' programme, which means 180-degree feedback from their subordinates every six months. This looks at their behaviours and ...
Darryl Stingley
April 5th is sad day for all fans of football: Darryl Stingley has died due to complications associated with quadriplegia. "In my decision to stop coaching, Darryl's situation was a factor. Not the only factor, but a factor. During the weeks he was in Eden Hospital, not many people seemed to care enough. That's when I started wondering if football people really care about a player, or if football people just care what a player does."
~ John Madden. Hey, Wait a Minute (I Wrote a Book). p 5
"When the reality of Stingley's injury hit me with its full impact, I was shattered. To think that my tackle broke another man's neck and killed his future... well, I know it hurts Darryl. It hurts me too.
I didn't know if I ever wanted to play football again. It was constantly on my mind and tearing at my insides. My body felt like a hollow shell that no longer belonged to me."
~ Jack Tatum, They Call Me Assassin. p 224
"I am deeply saddened by the death of Darryl Stingley. Darryl will be forever remembered for his strength and courage. My thoughts and prayers go out to his family."~ Jack Tatum
Rest in peace, Darryl. And know that we Raider fans cared then, and we care now.
Forget Bermuda, we're stuck in Alpha triangles
Hamilton Spectator - Hamilton,Ontario,Canada
And there's nothing like some unfiltered 360 degree feedback to jolt alphas into keeping their strengths in check and changing their ways before they're ...
Hamilton Spectator - Hamilton,Ontario,Canada
And there's nothing like some unfiltered 360 degree feedback to jolt alphas into keeping their strengths in check and changing their ways before they're ...
Leadership development
Corporate Leadership Development: 10 Crucial Questions (Part One)
Blogcritics.org - Aurora,OH,USA
Leadership development through feedback is the third category and instruments such as the MBTI and 360-degree instruments are used in an effort to help ...
Blogcritics.org - Aurora,OH,USA
Leadership development through feedback is the third category and instruments such as the MBTI and 360-degree instruments are used in an effort to help ...
Coaching for Leadership
You can make a big difference in someone's life with very little effort. This, says Susan Cramm, is the secret sauce behind the success of the coaching profession. When it comes to empowering employees, a little encouragement goes a long way.
You can make a big difference in someone's life with very little effort. This, says Susan Cramm, is the secret sauce behind the success of the coaching profession. When it comes to empowering employees, a little encouragement goes a long way.
News Alert for: 360 degree feedback
The CEO`s role in leading transformation
Business Standard - India
Typically, a personal transformation journey involves 360-degree feedback on leadership behaviour specific to the programme’s objectives, diary analysis to ...
Career game plan shaky? Maybe a coach can help
Rockford Register Star - Rockford,IL,USA
The company uses a “360-degree feedback tool” that allows peers, supervisors and subordinates to evaluate a leader anonymously. ...
Rockford Register Star - Rockford,IL,USA
The company uses a “360-degree feedback tool” that allows peers, supervisors and subordinates to evaluate a leader anonymously. ...
Excuse me ... Do you know thyself?
Munster Times - Munster,IN,USA
Just as some "American Idol" contestants have been stunned when they get unexpected feedback, many managers are stunned when they participate in a 360 ...
THE BUDDHIST IN THE BOARDROOM
New York Post - New York,NY,USA
First, he solicits "360-degree feedback" from colleagues, bosses and underlings to identify what they perceive as the client's negative traits. ...
Munster Times - Munster,IN,USA
Just as some "American Idol" contestants have been stunned when they get unexpected feedback, many managers are stunned when they participate in a 360 ...
THE BUDDHIST IN THE BOARDROOM
New York Post - New York,NY,USA
First, he solicits "360-degree feedback" from colleagues, bosses and underlings to identify what they perceive as the client's negative traits. ...
First Cambridge HR Conference Announced
Online Recruitment - UK
The conference features a series of workshops led by experts in a range of subjects, including employee law, 360 degree feedback, and managing diversity. ...
Online Recruitment - UK
The conference features a series of workshops led by experts in a range of subjects, including employee law, 360 degree feedback, and managing diversity. ...
360 in education
School administrators group honors Airport's chief for leadership ...
Monroenews.com - Monroe,MI,USA
The 360-degree feedback practice is well documented in business settings but is not yet a common practice in educational organizations. ...
Monroenews.com - Monroe,MI,USA
The 360-degree feedback practice is well documented in business settings but is not yet a common practice in educational organizations. ...
Maruti adopts `360 degree' appraisal system
Moneycontrol.com - Mumbai,India
The company has introduced a unique 360-degree feedback system, starting with its senior leadership. The new system has been co-developed with Ernst & Young ...
Moneycontrol.com - Mumbai,India
The company has introduced a unique 360-degree feedback system, starting with its senior leadership. The new system has been co-developed with Ernst & Young ...
Coaching HR
SHRM Magazine - Alexandria,VA,USA
The discovery phase often includes formal assessments such as the Myers-Briggs Type Indicator or other personality inventories, 360-degree feedback ...
SHRM Magazine - Alexandria,VA,USA
The discovery phase often includes formal assessments such as the Myers-Briggs Type Indicator or other personality inventories, 360-degree feedback ...
Ignore flaws at your peril
Arizona Republic - Phoenix,AZ,USA
Companies need to put a formal process in place to routinely conduct 360-degree feedback that identifies employee weaknesses and then puts a plan in place ...
Arizona Republic - Phoenix,AZ,USA
Companies need to put a formal process in place to routinely conduct 360-degree feedback that identifies employee weaknesses and then puts a plan in place ...
Help Wanted: Coaching Staff
Al Davis went off on the mediots after the press conference announcing the hiring of Lane Kiffin as coach (see the comments section of the previous stick for more info).
The best thing about the Kiffin hire is that it was done expediently. The last search drew out longer than a nonsensical Norv Turner soliloquy on how his team was "competitive". Art Shell was handcuffed by having to pick threw leftovers to round out his staff. Many of his picks were either old and in the way (Walsh) or first time coaches (Slater and Eatman). Blessedly, this will not be the case this time...
After the press conference, Kiffin took a jet Al had chartered to head to the Senior Bowl in Mobile, Alabama. As the team with the worst record in the NFL, the opportunity for the Raiders was there to coach the Sr. Bowl squad and get a first hand evaluation of the talent. However, without a coaching staff in place, this opportunity passed them by...
It seems likely Kiffin is there to find a staff more so than to evaluate college prospects. The Senior Bowl is also an annual gathering place for coaches to meet and discuss prospective job offers.
I hope Al Davis is willing to throw the checkbook at the best coaches available this time. The entire offensive coaching staff needs to be fired pronto (with the possible exception of Freddie B., who will have a spot with the Raiders for life, even if it is in a non-coaching capacity like the one Jim Otto holds). In fact, a sure sign that Kiffen has the autonomy to do as he wills with his staff would be to see Biletnikoff relegated to a non-WR Coach position like being in charge of "squad development".
The most important hire for Kiffin is the offensive line coach. Without a solid line, it does not matter what scheme he implements or what QB the Raiders draft. All will fail. I hope the checkbook is thrown at someone like Alex Gibbs, a former Raider O-line Coach who developed Wiz with the Raiders of LA.
I know it sounds a bit sacrilegious seeing as how Gibbs gave the Doncos their cutblock schemes, but I truly believe Gallery, Grove, et al. are not power linemen suited for a man scheme. The current Raider linemen seem more suited to zone blocking than brute force. As a bonus, Al Davis could twist the knife in Shanarat by hiring Gibbs. With the coaching changes in Atlanta, Gibbs is available as a Consultant, but he is not cheap... Here is Gibbs' bio.
A Gibbs protégé, Tom Cable, is rumored to be a target as well. Cable has helped Gibbs make the Falcons into the NFL's top running team. Here is Cable's bio.
With the departure of Nick Saban, Dolphins O-line guru Hudson Houck may be a possibility. Houck coached current Raider Co-Oline coach, Jackie Slater, so the connection could be made... Houck is also a former USC player and O-line Coach, which might open the doors for him with Kiffin.
Houck made the Dallas Cowboys what they were in the '90s and I am impressed by what Houck did to resurrect the San Diego Charger O-line, basically a bunch of nobodies, into a helluva blocking machine for LaDanian Thomlinson. If anyone can take a collective group of turnstiles, weathervanes, and windmills (e.g., the current Raider linemen) and turn them into something, it's Houck. Here is Houck's bio.
My vote is for Houck.
Then next most important hire is the Offensive Coordinator. Since Kiffin will call his own plays, the real issue here is to get the Tom Walsh taste out of everyone's mouth as soon as possible.
Yet another Falcons coach, Greg Knapp, is one candidate. Knapp is a West Coast Offense disciple, so his hire would be another strong indicator that Kiffin has some juice. Of note, Knapp was in the LA Raiders training camp as a QB in '87-'90, but never made the roster, so he is familiar with the organization.
Another consideration at OC is Marc Trestman. Trestman elevated Gruden's conservative offense to perhaps the most go-for-the-throat offense the Raiders have seen since Tom Flores' days as HC. Trestman fits the bill Al Davis is looking for; as Al said at the press conference, the reason he hired Kiffin is he wants a coach who will ATTACK! Hiring Trestman would be an indicator that Al is calling the shots, as would bringing in current Charger WR Coach James Lofton as OC.
Steve Sarkisian, Kiffin's Co-Offensive Coordinator is another possibility at OC, having been joined at the hip with Kiffin at USC. Sarkisian was the Raiders' QB Coach in 2004. He has stated his interest in remaining with the Trojans, but anything is possible...
My vote is for Trestman.
The last position at the top of my list is QB Coach. Many Raider fans are clamoring for Rich Gannon to return in a coaching capacity. Word is he did work with Andrew Walter last offseason. One day Rich will return, with my blessing, but this does not seem to be that day.
Al Davis is rumored to have been interested in Patriots QB Coach/ Offensive Coordinator Josh McDaniels, who has been involved in the development of Tom Brady, the Tucker... It seems doubtful McDaniels would leave the Patsies for anything less than a HC opportunity, but Belichick and Al Davis are friends and we know the two talk as Rob Ryan came from Belichick. Here is McDaniels' bio.
Ken Zampeze (son of Ernie) did wonders developing Carson Palmer in Cincinnati. Like Palmer, indications are the Raiders will make JaMarcus Russell a #1 overall pick. Zampeze even made Jon Kitna look like an NFL QB - a miracle in itself. Zampeze might have to be offered one of those bogus titles like "Assistant Head Coach" to make the move to Oakland, as he is under contract. As evidenced by the hiring of Lane Kiffen (son of Monte), Al Davis likes football families. Ernie Zampese was an integral part of the Chargers Air-Coryell offense and me thinks his son has soaked up some his pop's knowledge about getting QBs and WRs on the same page. Here is Zampeze's bio.
Unless Kiffin could somehow defy the laws of gravity and get former USC coach Norm Chow to come on board with the Raiders, my vote is for Zampeze.
Methinks coaches will be added to the staff early next week. Your sticks on who they will be are welcome, as always.
Davis Taps the Fountain of His Youth
In the press conference announcing the hiring of Lane Kiffen (which you can find in its entirety here) we see a rather animated Al Davis.
In the search for the newest Head Coach of the Raiders, Davis seems to be following the direction of Ponce de León, searching for his own Fountain of Youth. In the past when referring to the unfortunate illnesses of his friends (e.g., Bill Walsh) and former Raider players, we have heard Davis say, "We haven't found a way to beat death...yet. But we will."
While the inevitability of dying is a reality for us all, Davis seems to believe that by the force of his own will, he can achieve immortality. Who can blame him for trying?
After all, one of the most telling anecdotes about the man's character is the story of when Davis' wife Carol's heart stopped beating and she appeared to be dead on the way to the hospital in 1979. Al remained at Carol's bedside constantly for seventeen days throughout her coma, literally willing her to get better. She did and remarkably returned to health. Dr. Robert Albo, who treated Carol Davis, says he had seen a recovery of this type only two or three times in his thirty-year medical career.
After all, Davis' own mother, Rose, lived to be over one hundred years old.
I believe on some level, Davis is aware that at the age of seventy-seven with his own physical health failing, his legacy and the future of his organization may be best served by recreating himself in the present.
Davis tried to have Art Shell be an on-field physical extension of Davis' will to win and his vast football knowledge last season. While everyone knows Art Shell as a loyal Raider and a man of integrity, it was obvious Shell did not have the offensive mind to succeed in today's NFL. Realizing his own shortcomings in this department, Shell delegated the play calling to his offensive coordinator. We all know that after a lengthy absence from the game, Tom Walsh was not up to the task.
Despite Shell's commitment to reestablish the Raider Way utilizing the "Al Davis Offense" – as Art stated from the outset as documented here in this very forum — he simply was not up to the task of coaching the current players. Shell just didn't win baby, despite his intimate understanding of and belief in slogans such as "Commitment to Excellence." I wish Coach Shell success in wherever his path leads next.
Davis loves nothing more than winning, and the hurt caused by the losses of recent seasons showed in this press conference. So now we are left with the youngest Head Coach in modern NFL history in one Lane Kiffen (some old-school coaches such as George Halas were younger when they began, but no one in recent memory has been hired at the age of 31 or younger) to heal the pain.
The comparisons of Kiffen to young, successful Raider coaches John Madden (thirty-three years old when named HC) and Jon Gruden (thirty-four years old) are certain to follow. But the most apt comparison is to Davis himself.
Before Al Davis became an NFL coach in 1960, he was a line coach at USC from '57-'59. Like Kiffen, Davis' duties included scouting and recruiting. Davis is famed for signing Lance Alworth under the goalposts for the Chargers of the old AFL. Perhaps this memory explains why Davis mistakenly referred to Kiffen as "Lance" during the press conference.
Later, at the age of 33, Davis himself became the youngest head coach in modern NFL history when he was named head coach and managing general partner of the Raiders in 1963. Davis brought youth and energy to a floundering Raider franchise and immediately revitalized the team from its 1-13 record the previous season to a 10-4 record with Davis at the helm. Will Kiffen prove to be a clone of the young Al Davis with all the accompanying success?
Three things jumped out to me at the press conference to help us answer this question:
One is Kiffen called Davis "Al" instead of "Mr. Davis" as most of the Raider staff does. This tells us Kiffen has cojones. This is a good sign that Kiffen may have the ability to listen to Al's input, absorb the suggestions he finds useful, and yet still run things his own way. Make it so, Lane, else you will flounder.
Second is Kiffen stated he thinks the roster if full of good players and that his job is to get the ball in the hands of the big money playmakers. While we all would love to see more plays being made and this is indeed the crux of the Raiders' offensive woes - NO ONE made a play on offense in '06 - we are left to wonder whether this means Randy Moss and Jerry Porter will be here in '07… and whether Kiffen will pander to their childish behavior in an attempt to make them happy. I hope not.
Third is Kiffen, being intimately familiar with the college personnel coming into this year's draft may have more say so over who is chosen than previous coaches seemed to. Perhaps the Raiders will even break their own mold by choosing a QB such as LSU's JaMarcus Russell with the first pick. Russell has arguably the strongest arm of any QB at any level of the game today, and Al Davis certainly might be enamored with his cannon. A new mad bomber QB to groom would do much to bring hope back to the Black Hole denizens.
After what might just be the worst season in Raider history, things have reached crisis status in Oakland. A man in a crisis goes back to what he knows best; a murderer to murder and a thief to theft.
In this crisis, Al Davis goes to back to the fountain of his youth.
In the search for the newest Head Coach of the Raiders, Davis seems to be following the direction of Ponce de León, searching for his own Fountain of Youth. In the past when referring to the unfortunate illnesses of his friends (e.g., Bill Walsh) and former Raider players, we have heard Davis say, "We haven't found a way to beat death...yet. But we will."
While the inevitability of dying is a reality for us all, Davis seems to believe that by the force of his own will, he can achieve immortality. Who can blame him for trying?
After all, one of the most telling anecdotes about the man's character is the story of when Davis' wife Carol's heart stopped beating and she appeared to be dead on the way to the hospital in 1979. Al remained at Carol's bedside constantly for seventeen days throughout her coma, literally willing her to get better. She did and remarkably returned to health. Dr. Robert Albo, who treated Carol Davis, says he had seen a recovery of this type only two or three times in his thirty-year medical career.
After all, Davis' own mother, Rose, lived to be over one hundred years old.
I believe on some level, Davis is aware that at the age of seventy-seven with his own physical health failing, his legacy and the future of his organization may be best served by recreating himself in the present.
Davis tried to have Art Shell be an on-field physical extension of Davis' will to win and his vast football knowledge last season. While everyone knows Art Shell as a loyal Raider and a man of integrity, it was obvious Shell did not have the offensive mind to succeed in today's NFL. Realizing his own shortcomings in this department, Shell delegated the play calling to his offensive coordinator. We all know that after a lengthy absence from the game, Tom Walsh was not up to the task.
Despite Shell's commitment to reestablish the Raider Way utilizing the "Al Davis Offense" – as Art stated from the outset as documented here in this very forum — he simply was not up to the task of coaching the current players. Shell just didn't win baby, despite his intimate understanding of and belief in slogans such as "Commitment to Excellence." I wish Coach Shell success in wherever his path leads next.
Davis loves nothing more than winning, and the hurt caused by the losses of recent seasons showed in this press conference. So now we are left with the youngest Head Coach in modern NFL history in one Lane Kiffen (some old-school coaches such as George Halas were younger when they began, but no one in recent memory has been hired at the age of 31 or younger) to heal the pain.
The comparisons of Kiffen to young, successful Raider coaches John Madden (thirty-three years old when named HC) and Jon Gruden (thirty-four years old) are certain to follow. But the most apt comparison is to Davis himself.
Before Al Davis became an NFL coach in 1960, he was a line coach at USC from '57-'59. Like Kiffen, Davis' duties included scouting and recruiting. Davis is famed for signing Lance Alworth under the goalposts for the Chargers of the old AFL. Perhaps this memory explains why Davis mistakenly referred to Kiffen as "Lance" during the press conference.
Later, at the age of 33, Davis himself became the youngest head coach in modern NFL history when he was named head coach and managing general partner of the Raiders in 1963. Davis brought youth and energy to a floundering Raider franchise and immediately revitalized the team from its 1-13 record the previous season to a 10-4 record with Davis at the helm. Will Kiffen prove to be a clone of the young Al Davis with all the accompanying success?
Three things jumped out to me at the press conference to help us answer this question:
One is Kiffen called Davis "Al" instead of "Mr. Davis" as most of the Raider staff does. This tells us Kiffen has cojones. This is a good sign that Kiffen may have the ability to listen to Al's input, absorb the suggestions he finds useful, and yet still run things his own way. Make it so, Lane, else you will flounder.
Second is Kiffen stated he thinks the roster if full of good players and that his job is to get the ball in the hands of the big money playmakers. While we all would love to see more plays being made and this is indeed the crux of the Raiders' offensive woes - NO ONE made a play on offense in '06 - we are left to wonder whether this means Randy Moss and Jerry Porter will be here in '07… and whether Kiffen will pander to their childish behavior in an attempt to make them happy. I hope not.
Third is Kiffen, being intimately familiar with the college personnel coming into this year's draft may have more say so over who is chosen than previous coaches seemed to. Perhaps the Raiders will even break their own mold by choosing a QB such as LSU's JaMarcus Russell with the first pick. Russell has arguably the strongest arm of any QB at any level of the game today, and Al Davis certainly might be enamored with his cannon. A new mad bomber QB to groom would do much to bring hope back to the Black Hole denizens.
After what might just be the worst season in Raider history, things have reached crisis status in Oakland. A man in a crisis goes back to what he knows best; a murderer to murder and a thief to theft.
In this crisis, Al Davis goes to back to the fountain of his youth.
Executive coaching and 360
A good article from Marshall Goldsmith about coaching a CEO through his 360 feedback report.
An Excessive Need to be "Me"
BusinessWeek - USA
As we reviewed his 360-degree feedback report, he snorted, "What do you want me to do, go around praising people who don't deserve it? ...
An Excessive Need to be "Me"
BusinessWeek - USA
As we reviewed his 360-degree feedback report, he snorted, "What do you want me to do, go around praising people who don't deserve it? ...
It's lonely — and thin-skinned — at the top
It's lonely — and thin-skinned — at the top
USA Today - USA
Procter & Gamble CEO AG Lafley finds out what his employees really think about him when he receives the results of his 360-degree feedback evaluation. ...
USA Today - USA
Procter & Gamble CEO AG Lafley finds out what his employees really think about him when he receives the results of his 360-degree feedback evaluation. ...
360 News
Is your Board of Directors effective?
Mineweb - Johannesburg,South Africa
“We have developed a 360 degree feedback process, which is a mechanism to interview and gain feedback from current directors and executive members to assess ...
The Great Debates About 360 Degree Feedback
About - News & Issues - New York,NY,USA
In my work with companies, I have found that people overwhelmingly prefer that the individual owns the data from the 360 degree feedback. ...
Mineweb - Johannesburg,South Africa
“We have developed a 360 degree feedback process, which is a mechanism to interview and gain feedback from current directors and executive members to assess ...
The Great Debates About 360 Degree Feedback
About - News & Issues - New York,NY,USA
In my work with companies, I have found that people overwhelmingly prefer that the individual owns the data from the 360 degree feedback. ...
2006 Business Round-up--Who Got It Right, Who Didn't and Lessons ...
NewsBlaze (press release) - Folsom,CA,USA
... Handbook of MultiSource Feedback, "The Art and Science of Competency Modeling" in What Smart Trainers Know, and "Using 360-Degree Feedback in a Talent ...
NewsBlaze (press release) - Folsom,CA,USA
... Handbook of MultiSource Feedback, "The Art and Science of Competency Modeling" in What Smart Trainers Know, and "Using 360-Degree Feedback in a Talent ...
Leadership Now
Leadership now!
Jamaica Observer - Kingston,Jamaica
The use of so-called 360-degree leadership assessments is becoming widespread. These are professionally administered instruments that elicit responses from ...
Jamaica Observer - Kingston,Jamaica
The use of so-called 360-degree leadership assessments is becoming widespread. These are professionally administered instruments that elicit responses from ...
Leadership know-how
CEO Forum Group - Melbourne,Victoria,Australia
... Tools like 360-degree feedback can be quite helpful in getting that nuanced assessment.Having said that, a real talent for general management is an extremely ...
CEO Forum Group - Melbourne,Victoria,Australia
... Tools like 360-degree feedback can be quite helpful in getting that nuanced assessment.Having said that, a real talent for general management is an extremely ...
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