Improve Your Leadership Skills Using These Self-Awareness Activities

Posted by  Christian Spielman

self-awareness-activitiesNobody is perfect…that's easy for pretty much everyone to admit. So, why do some leaders act as if they have no faults? Some may be trying to protect their reputations - they might think that admitting mistakes or weaknesses will result in a loss of respect. Others may simply lack self-awareness. How can someone admit a fault if they don't even know about it? Working with someone like this can be very frustrating, especially if that person happens to be your supervisor. Having a strong sense of self-awareness is good for employees at all levels of the organizational chart, but it's even more crucial for leaders. The tips below can be useful for someone looking to increase their sense of self-awareness.



3 Tips to Giving Employee Feedback That Employees Want to Receive

Posted by  Alissa Parr, Ph.D.

employee-feedback-1.jpgOne big myth of employee feedback systems is that all supervisors want to give feedback and all subordinates want to receive it. It’s often the case that supervisors want their employees to grow and develop but apprehension builds when faced with the idea of providing negative feedback to employees.

Similarly, subordinates want to improve their skills and performance but may be hesitant to hear this information from their supervisor. Therefore, it’s important to consider best practices of feedback giving so supervisors can be more confident in giving feedback and subordinates can be more willing to hear feedback and then take actionable steps to improve their skills and performance.


5 Tips to Getting the Most out of Your 360° Feedback Evaluations

Posted by  Alissa Parr, Ph.D.

360-feedback.jpgHula hoops, trolls, pet rocks, beanie babies, and acid-washed jeans…what do they all have in common? They were all fads in their respective times. In the 90s, several professionals thought that 360° feedback was going to be just that. Professionals were quite skeptical about its staying power and its utility in replacing the traditional performance management or development processes. But, skeptics were just that -- 360° feedback has become a household name in organizations and a big focus of HR practices. Over the past 20 plus years, there have been a lot of refinements and process improvements to make them work well.


360-degree Feedback: You Don’t See Me as I See Myself

Posted by  Luye (Serena) Chang

153786738360-degree feedback has been facing a dilemma in the workplace for quite some time. Employers love it—over 90% of Fortune 500 companies are now using some form of 360-degree feedback for leader assessment and development. However, managers generally do not care for receiving feedback, especially when ratings from supervisors, peers and direct-reports can appear dramatically deviant from their own self-ratings. 360-degree feedback is designed to identify leaders’ blind spots – weaknesses that they may not notice but are apparent to those around them. Should we always treat others’ perspectives as the golden standard to gauge leaders’ lack of self-awareness? Under what conditions do observers’ judgments become curved and tainted? Here are three facts about 360-degree feedback I’d like to share with you. Keep these in mind when interpreting discrepancies between self-ratings and the ratings of others’.

1) Raters use different theories of leadership.

Were you asked to describe your ideal supervisor when you interviewed for a job? Indeed, every person has his or her own beliefs and expectations about what an ideal leader should look like. When it comes to evaluating leaders they work with, raters more or less compare the target against their implicit standards. Even to the same competency, decision-making for example, interpretations vary person to person. To one person, decisiveness and sensitivity to useful information make a good decision-maker. To another person, involving others and being open to different opinions is the key to making outstanding decisions. There is no right or wrong criteria about individuals’ implicit leadership models. However, if raters use dramatically distinct standards in 360° ratings, their ratings come with a substantial portion of idiosyncrasies and are therefore problematic when directly compared. Therefore, it is critical to use well-structured, behaviorally-anchored rating scales to create a shared, standard conceptualization of competencies to be rated.


Sound Selection - So Easy a Fifth Grader Can Do It

Posted by  Ted Kinney, Ph.D.

I was recently invited to present about a ‘career as a psychologist’ to a group of fifth grades at a local elementary school.  Not surprising, I was not in the top ten careers chosen by students who rank ordered a list of careers among the 19 career day speakers.  The top prize went to the pizza maker and the landscaper at the local theme park.  Still, my sessions were full and I feel the students learned a little bit about psychology in general, and I/O psychology in particular.


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