Comments on: Getting Back On Track http://catalystleadershipcoaching.com/career-strategies/getting-back-on-track/ News, commentary, and inspiration for leaders Wed, 07 Jan 2009 10:20:08 +0000 http://wordpress.org/?v=2.5 By: John Agno http://catalystleadershipcoaching.com/career-strategies/getting-back-on-track/#comment-220 John Agno Mon, 11 Aug 2008 13:26:13 +0000 http://catalystleadershipcoaching.com/?p=167#comment-220 Yes, the most important knowledge is self-knowledge. Self assessments, including 360-degree feedback, are a good place to begin the process of self knowledge but to get to that place of self-awareness, where there is great leverage, requires the help of a professional coach or mentor. The purpose of any performance management system should be to guide the individual employee and groups toward desired outcomes, provide reinforcement and supply corrective feedback for making adjustments. The 360-degree feedback report gives participants a fair and well-rounded impression of how others view their work. When the person who is rated agrees to share the results of this multi-rater assessment with management, the supervisor gets an overall perspective about the individual’s skills/abilities in order to facilitate process improvement, remove barriers to success and acquire needed resources. Feedback is provided from multiple sources (raters) including self, boss, peers, direct reports, and, in some cases, customers and suppliers. Why use Multi-Rater assessments in Executive Coaching? Allows the person being coached to gain perspectives from others in an objective, non-threatening, confidential manner. Provides the individual with data for self-reflection and self-awareness. Assists in identifying individual development needs and action items. Helps surface patterns of behavior, especially when used in conjunction with other assessment tools during the coaching process. Provides a platform for dialogue between the outside coach and the executive. Yes, the most important knowledge is self-knowledge. Self assessments, including 360-degree feedback, are a good place to begin the process of self knowledge but to get to that place of self-awareness, where there is great leverage, requires the help of a professional coach or mentor.

The purpose of any performance management system should be to guide the individual employee and groups toward desired outcomes, provide reinforcement and supply corrective feedback for making adjustments.

The 360-degree feedback report gives participants a fair and well-rounded impression of how others view their work. When the person who is rated agrees to share the results of this multi-rater assessment with management, the supervisor gets an overall perspective about the individual’s skills/abilities in order to facilitate process improvement, remove barriers to success and acquire needed resources. Feedback is provided from multiple sources (raters) including self, boss, peers, direct reports, and, in some cases, customers and suppliers.

Why use Multi-Rater assessments in Executive Coaching?

Allows the person being coached to gain perspectives from others in an objective, non-threatening, confidential manner.
Provides the individual with data for self-reflection and self-awareness.
Assists in identifying individual development needs and action items.
Helps surface patterns of behavior, especially when used in conjunction with other assessment tools during the coaching process.
Provides a platform for dialogue between the outside coach and the executive.

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