Receiving feedback is a gift – it really is!

The holiday season is upon us, and the exchanging of gifts is one of the core aspects of the holiday. Gifts can be fun and all, but sometimes they are just plain bad and unnecessary. You could probably do without receiving a sweater with a picture of a poodle on it, or a giant hand back scratcher.

Still, there are certain gifts that can serve a long-term benefit. For leaders and managers, receiving feedback can be a gift that keeps on giving.

Yes, you read correctly – feedback is a gift. Before you start to groan and roll your eyes at this thought, hear me out. When done properly, feedback is a powerful professional development tool for leaders and managers.

After all, do you know there are actually two distinct perceptions of you? One is how you see yourself, and the second is how others see you. These views can influence your ability to lead, so it is crucial to find the blind spots between the two views.

For example, you may be great at holding people accountable but bad at setting clear expectations. Feedback gives you the information about your impact on others so that you don’t continue to operate with those pesky blind spots.

One way to gather feedback is through 360 Feedback. Unlike traditional reviews and feedback, 360 Feedbackevaluates job performance based on confidential responses from managers, peers, direct reports, and other stakeholders. Since the opinions are voices anonymously, it encourages a higher level of honesty.

Let’s go back to our “gift” example. Receiving feedback is something you can’t give yourself - self-perception can only go so far. However, if people receive feedback from different sources, they can develop the tools necessary to improve weakness and capitalize on strengths. A person who gives you feedback, whether it is positive or negative, is giving you a gift; so make sure you acknowledge that gift.

Here are a few tips to keep in mind after you receive feedback.

· Try not to take the feedback personally. Be open to what you see and hear.

· Take the time to evaluate the information and consider specific actions for improvement.

· Use feedback to clarify goals and track progress toward goals.

· When you make a decision, get in the habit of considering the impact it will have on the people affected by it.

As you can see, unlike an ugly sweater, feedback is one gift that retains its value.

Differences between extroverts and introverts in leadership

There’s this guy who is described as shy, unsocial, and will go off by himself to think. Sounds just like that awkward guy from your high school math class, right?

Well, would you be surprised to know that guy I described is one of the best-known entrepreneurs and richest people in the world? Yep, those characteristics I listed are used to describe none other than Bill Gates.

Outgoing personality traits are typically associated with those in leadership roles. These kinds of leaders are assertive and good at giving directives. However, recent research points out that introverts can play a crucial role in leading teams as well.

Harvard Business School researcher Francesca Gino said when it comes to day-to-day teamwork in the workplace, an understated leadership style can lead to improved team performance.

Gino and her collaborators asked bosses to rate how extroverted they considered themselves and then studied how their teams work.

The extroverts were indeed more dominate and drove conversations - but were less receptive to new ideas. The introverts listened to the ideas, internalized them, and were able to help improve team performance.

Gino stated in an interview with CNN, “If you're working in a team that has lots of knowledge, where people are proactive and suggesting ideas for improvement, you would do better for the team if you took a backseat position and took the approach of an introvert, who is very careful in listening to suggestions."

Still, many established leaders are extroverts. A 2009 study conducted by researchers from the University of Minnesota and Baruch College found that 60 percent of top level executives displayed high levels of extroversion.

However, introverts have a significant presence as well – look at Warren Buffet, Amazon’s Jeff Bezos, and Bill Gates.

Okay, so who really wins in the battle of extroverts vs. introverts?

Both.

Gino said when conducting her study, she found that regardless of their personality type, when pushed to try different styles, people were able to learn the positive leadership characteristics of both introverts and extroverts.

"What the findings suggest is that no matter who you are and what your disposition is, you can push yourself," Gino said. "Some people may just need to push themselves a little harder and use an attitude that sets the situation."

What are your thoughts about this research?

Source: CNN

The importance of anonymity in Watergate and 360 feedback

When I decided to write about the subject of anonymity, the first example that came to mind was the Watergate scandal. I can probably thank my journalism background for that – I think it’s a requirement to watch All the President’s Men before you can officially become a reporter. Okay, I’m kidding. Well…kind of.

Anyway, the newspaper coverage by the Washington Post reporters Carl Bernstein and Bob Woodward fueled the focus on the Watergate event and the investigation. However, the duo would have not been able to uncover nearly the amount of information they did without Woodward’s anonymous source – Deep Throat.

Woodward promised Deep Throat that he would not reveal the man’s position with the government, nor would he ever quote him in his articles. With the promise of anonymity, Deep Throat told the reporters inside information that made headlines across the world.

It was important to keep Deep Throat anonymous for that situation. When it comes to 360 Feedback, anonymity is also a vital component.

The purpose of 360 degree feedback is to provide an accurate and well-rounded view of how others perceive the participant’s efforts. The feedback comes from raters that can include the person’s managers, peers, direct reports, etc. Without obtaining feedback from all sides, people may continue to work with blind spots in the workplace.

For some raters there may be an intimation factor associated with giving feedback. This could stem from a fear of conflict or the chance that what they say could impact their own job. In those cases, the rater may give bland middle of the road ratings, which will not benefit the participant or the rater.

Rater anonymity is key to the success of a 360 Feedbackprogram because it will lead to more honest and open feedback from raters. The knowledge that their identity is confidential allows the raters to focus on each question individually and think about specific work-related examples to justify ratings. When selecting a vendor, look for an instrument that guarantees the answers will remain confidential.

So anonymity is important – whether it’s for a key source that helps uncover a political scandal, or for raters with 360 degree feedback surveys.

A Second Act: Alan Mulally, CEO of Ford Motor Co.

Writer F. Scott Fitzgerald once wrote, “There are no second acts in American lives.”

That proved not the case for Alan Mulally.

After 37-years at Boeing where he started off as an engineer and eventually became executive vice president, Mulally was appointed CEO of Ford in 2006. Industry observers were shocked: never had someone with absolutely no car experience been appointed to such a high position.

And it definitely started off as a bumpy ride. In 2006, Ford posted a $12.6 billion loss and another $2.7 billion in 2007. Though Ford’s problems were in place long before Mulally came to the company, it was still up to him to do something about it.

Mulally was part of the “Detroit Three” automakers that appeared in the infamous Capitol Hill bailout hearings. Mulally’s own image took a beating during the hearings. However, unlike the other two companies, Ford did not accept the government-aided bailout and did not have to file for Chapter 11 bankruptcy protection.

Mulally’s plan for Ford included cutting labor costs, taking out loans – more than $23 million worth – and selling non-core brands, such as Land Rover and Volvo. Today, Ford has about 120,000 fewer workers than it did in 2006.

Some people call it one of the biggest business turnarounds from the great recession. It also marked the second act in Mulally’s life.

“We are fighting for the soul of American manufacturing,” Mulally said in an interview with Time Magazine. “We are leading the way.”

One of Mulally’s biggest endeavors was to change the company’s corporate culture. Fierce loyalties and frequent turf battles were the hallmarks of Ford’s management culture in the past. Mulally vowed to operate with a transparent management style.

“Communicate, communicate, communicate,” he said in an interview with CNN. “Everyone has to know the plan, its status, and the areas that need special attention.”

Mulally lives within three miles of his office at Ford’s global headquarters and arrives at 5:15 a.m. every morning and works for twelve hours a day. Every Thursday morning he has meetings with Ford’s executives called the “Business Plan Review.”

“I’ve been studying the turnaround at Ford,” said Starbucks CEO Howard Schultz in an interview with CNN. “The reason it has outpaced GM and Chrysler is because of the leadership and focus that Alan Mulally has brought.”

Mulally is 65 but don’t expect him to retire anytime soon. After all, he is not complete with his second act.

“I love what I’m doing,” he said. “We’re accelerating Henry Ford’s vision and that is pretty exciting. I don’t want to retire.”

Sources: Smart Money, Time, CNN, Wikipedia

Sunshine and Fairy Dust.

Just a quick outfit/work/inspiration/school-post for you guys. Haha long time no see, right? I'm so sorry about that, but my life has been so hectic these past few weeks. Long story short - I'm flying to portugal next week, to take part in Euroskills competition, where I'm going to be the graphic designer for estonias crossmedia publishing team. So I've been preparing for this event night and day! It's pretty much like the Olympics of graphic design.. so yeah - muy importante!

I've also been working my tiny-hiny off to prepare some new pieces for an art exhibition that me and my classmates as this years graduates are oganizing. The opening will be on december second, so hopefully I'll be able to finish my work by then.

Anyway here are some photographs for you guys - hope you like'em and be sure to tell me what you think :)

What I've really been loving this month are these metallic fabrics that have this subtle gillter effect - I think it's really gorgeous and wintery,  besides when the sunlight hits - your gonna sparkle like a disco ball. You can't really tell, but both my cardigan and skirt are like that, oh and my hat has sequins - ssshiny. You can also find this look on Lookbook HERE. Enjoy!

Art school nerds!

Coffee break!

No rest for the wicked!

(I used Canon EOS 400D and 50mm lens for the pictures)

Ladytron - Destroy everything you touch.

Nokia C2 – Nokia Dual Sim Mobile

Today, Nokia announced Nokia C2, which is Nokia’s Dual Sim Phone. Nokia has always come up with different features, there is hardly any feature which is available in other handsets but is missing in Nokia. Though its been a while when dual sim mobile phones were introduced, you might think that Nokia is late this time, but does it really matters if Nokia is late, atleast it has introduced a new feature in the form of a new mobile phone.

This phone is expected to fulfill all the needs of a basic user at affordable price, the features of Nokia C2 are listed below:

- Dual Sim Phone

- Bluetooth

- VGA Camera

- Expandable Memory upto 32 GB with the microSD slot

- 3.5mm audio jack

- FM Radio and MP3 Player

- Upto 4 hours of talktime, 16.5 days of standby and many other cool features.

Nokia C2 Release Date:

Nokia C2 is expected to release in late 2010 or in the last quarter of 2010.

Nokia C2 Price:

The expected price of Nokia C2 is Rs 2500.

Source: http://www.newgadget.org/cell-phone-news/nokia-c2-nokias-dual-sim-mobile-unveiled/

Nokia C3 Mobile Phone

Nokia C3 mobile phone is a feature rich mobile, as far as Indian market is concerned this is picking up really fast.

Nokia C3 mobile phone is a new affordable price QWERTY mobile phone from Nokia featuring 2 MP camera,

Wi-Fi ,and Bluetooth.Nokia C3 is a lowest price WiFi mobile phone from Nokia.

Features of Nokia C3 mobile phone:

Quad-band GSM network

Symbian Series 40 OS

2.4-inch display screen

QWERTY keypad

Wi-Fi Wireless LAN

Bluetooth

2 megapixel Camera with LED flash

Music Player

Video Player

3.5mm audio jack

Ovi mail,Ovi Chat

Opera mini client

1-click access to social networking via Communities client

mini USB

expandable memory up to 8GB

Colour options : Golden white, Slate grey ,and Pink

Nokia C3 Technical specifications :

System: GSM/EGSM 850/900/1800/1900

User Interface:Series 40

Dimensions:115.5 mm x 58.1 mm x 13.6 mm

Volume:63.2 cc

Weight:114 g (including battery)

Standby time:Up to 20 days

Talk time:Up to 7 hours

Display:2.4-inch QVGA (320×240), up to 262k colors

Memory:Up to 55 MB internal memory, support for up to 8 GB microSD memory card

WLAN (IEEE 802.11b/g)

EGPRS multislot class 32

Bluetooth wireless technology 2.1 with enhanced data rates (EDR)

Colors:Slate Grey, Golden White, Hot Pink

Nokia C3 price in India is Rs.5,300

Source:http://www.tech4in.com/nokia/nokia-c3-mobile-phone-price-in-india-5300-nokia-c3-features-specs-review