As a coach, a great way I’ve seen to help implement things like this is to see managers more as coaches than authorities employees have to report to. As a coach, you can continually have these conversations with your team on a regular basis and discover issues incredibly quick because of the nature of coaching (which is like therapy but in a business setting). Vulnerability, openness, honesty, transparency coupled with a growth mindset is the key to building resilient, innovative teams that create the most extraordinary things.
I wanted to reach out and commend you on your commitment to coaching with a growth mindset. Your dedication to fostering continuous improvement, embracing challenges, and inspiring others to reach their full potential is truly remarkable. Your unwavering belief in the power of personal development and resilience serves as an inspiration to all. Keep up the fantastic work, and may your coaching journey continue to empower and transform lives.
Extraordinary person reading this, you are not define by your circumstance or your past. It’s not what happened to you that determines your success in life; it is how you deal with those circumstances that determines your success in life! You are strong, you are capable and practice forgiveness and gratitude everyday. This will change the course of your life forever! Love you always and I believe in you wholeheartedly ❤️- Nat
CCL’s winning formula; 70:20:10 if bosses use 70% on the job + 20% coaching WOW!!! It’ll be easier for anyone who work under our leadership to change their mindset n behavior ( especially after training because bosses help transfer of learning as they are responsible to ensure return on investment when co spend money on training - time, money & efforts )
In my opinion, this does not work if there is a power-imbalance between the participants of the peer-review 360 feedback meeting. Your manager is not your peer, no matter how hard they try and you are not theirs. Giving negative feedback to someone who has power over you is always a double-edged sword. In the best case, it will be productive. In the worst case, it can end REALLY bad for you. So, everyone will always ask "is it worth it, is the possible gain worth the high risk?" And in most cases, the answer is just "no". Also, the scenario to do this in front of other people adds even more problems. It is very much like public shaming and some people are very uncomfortable to receive feedback, even if it is accurate, in front of others. Giving each other feedback regularly is good. Giving it in front of others is detrimental and will lead to people not being as open and honest as it would need to be to actually achieve anything.
Although I have a burning desire to list my strengths and weaknesses on the topic, I'd much rather say... Feedback and advice well received. Thank you💞💞✌
I'm impressed by the significant impact of this material. A book with akin insights catalyzed my personal transformation. "Rising From Within: Unlocking Your Innate Power to Conquer Adversity" by Vincent Starling
This is top-of-the-line. I had the privilege of reading something similar, and it was top-of-the-line. "The Hidden Empire: Inside the Private Worlds of Elite CEOs" by Adam Skylight
Life is not a competition . We are individuals what mean we are different . We were born as original , so what is the point in becoming a copy of someone ? In my opinion - lack of sense . Life is about learning and doing our best .
I don't think the first step works if the team doesn't have trust and safety isn't clearly established between team members. I think Sinek is awesome and I'm sure he utilized effective strategies when using this tool of strengths and areas for growth (weaknesses isn't aligned with growth mindset language). However, when the environment is toxic or chronically activating, this becomes bashing people that annoy and frustrate you.
هل تشعر بضياع وسوداوية في حياتك هل تبحث عن شخص كفيل للتحقيق أهدافك وتطوير ذاتك وموحاتك؟ السلام عليكم ورحمة الله بحكم ان مدربي عقلية نادرون في بلداننا العربية ومن الصعب ان تجد مدرب عقلية ذو جودة عالية أعرض لكم مدربة من احد أفضل المدربين الذين تعرفت عليهم حاصلة على مدح من عملائها لك المزيد من التفاصيل تواصل معي وشكرا..
Ideally, if the 360 review process is framed properly, you shouldn't. And frankly, if someone refuses to understand that this is an attempt to help people grow or the feedback given isn't truly supportive, at the very least, you've identified a problem within the team that needs to be addressed regardless.
