The Cranky Middle Manager Show #251 The One Minute Negotiator- George Lucas
The Cranky Middle Manager Show #169 360 Degree Feedback and Politics Nick Jefferson
Posted on 24. Nov, 2008 by Wayne in Podcast
Today Wayne Turmel talks to Nick Jefferson about 360 degree feedback, how people rated leaders in Britain, and King John, one Brit who didn’t take the feedback as well as he might have.
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Show Notes
0:00 Welcome to The Cranky Middle Manager Show. Today we’re talking 360 degree feedback, why some people love it, why some hate it and why it matters. We’re talking to Nick Jefferson of Couraud.com in the UK. We dedicate this episode to King John of England who didn’t really understand the whole idea of feedback and could have used a visit from the nice lady in HR.
3:30 Our quote of the week is from Socrates: your reputation matters, and it’s like a fire, easy to build, but once it’s extinguished…. well you know the drill.
4:30 Okay 360 feedback is something that is badly done most of the time but is valuable when it is done correctly. He did a cool experiment by asking for 360 feedback on the three party leaders in the UK. You can get the full report here along with a sample of a good 360. What is 360, why does it matter and why should you need to get drunk and sing karaoke before you get honest feedback?
8:45 Feedback is most useful when you actually do something about your weaknesses-Â and a cool new thing called Johari Window. I love new stuff.
10:30 Where did the idea of getting feedback on politicians come from and what did he find out? He used Jack Welch’s 6 Traits of Leadership as a base. Download the reports from us and learn more.
16:45 Why is it that when you’re out of power for a while you tend to surround yourself by more passionate, visionary people? What does that mean for people who’ve been in the job for a while and what does it mean for David Cameron and the Tories?
20:11 What are the things that a company needs to do to ensure a good, positive 360? Keep it simple. We don’t want to pick on HR folks….but it’s so darned easy. It’s about performance, not personality. “Stop, Start, Continue” is a great format.
John Ingham’s Strategic Human Capital blog
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