Let's keep discussing this. Use this space to share further reflections on your 360. Did you share it with anyone? What happened? What do you think now, 24 hours+ after receiving the feedback? Remember, everything we do, read about etc is intended to help you understand more about your self and where your opportunities to grow are in a way that is commensurate what your organization asking of you.
I shared me results with my supervisor on Wednesday right after our session. I was able to better understand some of her ratings. We also discussed my goals. She had some great suggestions for getting started on the work toward them.
ReplyDeleteThe 360 was incredibly helpful in putting into focus some issues I already understood needed to be addressed. I would have cast those same areas for growth differently than my peers, my bosses, and my others did though. That disconnect really helped me to see more clearly what I need to do.
Tina - if this was Facebook, I would read your comment and click "LIKE". That is exactly how you should approach it. That's all you. Nicely done.
ReplyDeletePlease forgive though the "me results" instead of "my results" ;) Nothing like noticing the typo after hitting Post Comment.
ReplyDeleteI too shared my 360 results with my supervisor. It was helpful to hear her take on the overall results. We are experiencing some morale issue in my department and I think the 360 has given me valuable information and insight. It helped me determine where I need to focus improvement efforts not only for myself, but also my role within the department’s team. I think this was a great experience and I am glad I had the opportunity to take part!
ReplyDeleteI'll be meeting with my supervisor later this week.
ReplyDeleteI'm meeting with my supervisor tomorrow afternoon and I have to say that I am pretty excited about it. I don't know about anyone else, but I always have trouble coming up with realistic goals to add to my employee performance evaluation each year. We are such a small office with so many students that it's hard to make goals that would reflect new projects or extra presentations that would take me out of the office. Sometimes I just want to list coming in each day and actually being able to get my work done as a goal (crass and not very emotional intelligent, I know). However, after completing the 360 and reflecting on aspects of leadership that are important to me, I know that this year my goals are going to rock! :)
ReplyDeleteIn Human Nature and Conduct (1922), John Dewey writes about habits and how habits change. The trick, according to Dewey, is that a person can't simply decide to change his habits, because habits reflect surrounding conditions. He writes, "Conditions have been formed for producing a bad result, and the bad result will occur as long as those conditions exist" (p. 29). Change can only occur when the objective conditions change. "We cannot change habit directly: that notion is magic. But we can change it indirectly by modifying conditions" (p. 20).
ReplyDeleteSo one of the things I've been thinking about is, "What conditions can I change to encourage growth in the areas where I'm focusing?"
I met with my supervisor today and it was very helpful to hear the reasoning behind her ratings. I did revise my goals as a result though. I hope this is okay!
ReplyDeleteJulie, I love your "to and from work" routines. What a positive way to bracket the day.
ReplyDeleteRandall, great use of John Dewey outside of a purely educational vain. I like the idea of "modifying conditions." I am going to give that some thought.
I got the chance to talk to my supervisor today and it was interesting to hear her take on my results. After our discussion, I realize I can "bring the cookies without the forcefullness" (amost always).
ReplyDeleteI reviewed my results with my supervisor last week and it was helpful to me as well, especially in developing the goal action plans.
ReplyDelete