by Warren Bobrow | Feb 28, 2017 | 360 Feedback, Assessment Centers, Leadership, Performance, Talent Management
At a recent professional conference I attended there was a lot of talk about high potentials. Specifically, how to best measure potential versus actual performance (good luck getting managers to understand the difference). The idea of identifying high potentials...
by Warren Bobrow | Oct 19, 2015 | 360 Feedback, Employee Engagement, Leadership, Performance, Talent Management
We often hear the best things about people at the end. Testimonials are generally saved for retirement dinners an almost every eulogy tells us about how wonderful a person was. Why is that? Are we afraid of embarrassing people? Would hearing such great things about...
by Warren Bobrow | Jul 27, 2015 | 360 Feedback, Assessment Centers, Leadership, Performance, Pre-Employment Testing
In my experience, top performers get there through understanding their deficiencies and then doing the hard work of correcting them. Aptitude and natural talent gives some people an initial advantage, but it doesn’t last. The question then becomes, “What’s the best...
by Warren Bobrow | Jun 15, 2015 | 360 Feedback, Employee Engagement, Performance, Skills Assessment
I had the opportunity to provide individual 360 feedback to a group of middle level managers group last week. As I’ve written before, I find many things intriguing about the process. I also try to learn the lessons of other research when providing the feedback so it...
by Warren Bobrow | Sep 10, 2012 | 360 Feedback, Performance, Talent Management, Training and Development
Is receiving feedback rewarding? Perhaps, if it’s positive. But, feedback providers tend to borrow from behaviorist psychology (Skinner, etc) in assuming that getting the feedback will result in learning, much in the same way that rewarding a behavior will. In most...
by Warren Bobrow | Aug 10, 2012 | 360 Feedback, Employee Engagement, Leadership, Performance, Surveys, Training and Development
Some surveys (like 360s or those that measure employee engagement) are conducted in confidence, meaning that you only share group level data, and not individual responses, with others. Other surveys, such as those given to customers or asking group members for...
