WrightOne Consulting
Identify Potential. Improve Performance.
360 Assessments
While there are external causes of managerial failure, most managers cause their own difficulties. Management research points out five primary reasons that managers undermine their own success:
Inability to get along Poor interpersonal skills are the single biggest reason for management failure, particularly in the early and middle stages of a manager's career. For some, the problem is getting along with subordinates. In most cases, when managers cannot inspire and gain the loyalty of subordinates, it is because they are not good listeners, don't give and take criticism well, and view conflict as something bad, instead of something that has to be managed effectively.
Failure to adapt Some managers are initially very successful, but then cling to an unsuccessful management style or business strategy long after it stops producing results. This rigidity and lack of flexibility is ultimately self-defeating.
The "Me Only" Syndrome These managers have an overriding concern for how much credit they are getting, how much money they are making, and how fast they are moving up the ladder. It is incredibly wearing when someone is constantly demanding recognition and incapable of any selfless acts towards others. Just as a successful business must pay attention to its customers, successful managers pay attention to subordinates. It is necessary to be a real team player.
Fear of Action Managers who hesitate to put themselves on the line and act will eventually jeopardize their careers. Managers who study everything to death, avoid action and are primarily motivated by avoiding risk often fail. This brand of failure is often closely linked with the second reason: failure to adapt.
Inability to Rebound Effective managers succeed by making decisions, taking risks and at times failing. It is absolutely critical to be able to bounce back after a failure. When a manager becomes defensive or tries to blame others, there is a lack of bounce.
Yet, perhaps more than any other roles, managers and top-level executives have a difficult time getting honest, in-depth and actionable feedback from co-workers. Helping them understand their assets and limitations as well as providing developmental opportunities is an important aspect of maximizing an organizations investment in developing strong leaders.
Our 360° Assessments provide a dynamic feedback process that can act as a catalyst for change and growth. We gather feedback from multiple points of reference such as the direct manager, colleagues, and direct reports, self as well as internal and external customers/clients. We assess the skills and competencies critical for success as well as possible career derailers.
Benefits of a 360° Assessment
Inability to get along Poor interpersonal skills are the single biggest reason for management failure, particularly in the early and middle stages of a manager's career. For some, the problem is getting along with subordinates. In most cases, when managers cannot inspire and gain the loyalty of subordinates, it is because they are not good listeners, don't give and take criticism well, and view conflict as something bad, instead of something that has to be managed effectively.
Failure to adapt Some managers are initially very successful, but then cling to an unsuccessful management style or business strategy long after it stops producing results. This rigidity and lack of flexibility is ultimately self-defeating.
The "Me Only" Syndrome These managers have an overriding concern for how much credit they are getting, how much money they are making, and how fast they are moving up the ladder. It is incredibly wearing when someone is constantly demanding recognition and incapable of any selfless acts towards others. Just as a successful business must pay attention to its customers, successful managers pay attention to subordinates. It is necessary to be a real team player.
Fear of Action Managers who hesitate to put themselves on the line and act will eventually jeopardize their careers. Managers who study everything to death, avoid action and are primarily motivated by avoiding risk often fail. This brand of failure is often closely linked with the second reason: failure to adapt.
Inability to Rebound Effective managers succeed by making decisions, taking risks and at times failing. It is absolutely critical to be able to bounce back after a failure. When a manager becomes defensive or tries to blame others, there is a lack of bounce.
Yet, perhaps more than any other roles, managers and top-level executives have a difficult time getting honest, in-depth and actionable feedback from co-workers. Helping them understand their assets and limitations as well as providing developmental opportunities is an important aspect of maximizing an organizations investment in developing strong leaders.
Our 360° Assessments provide a dynamic feedback process that can act as a catalyst for change and growth. We gather feedback from multiple points of reference such as the direct manager, colleagues, and direct reports, self as well as internal and external customers/clients. We assess the skills and competencies critical for success as well as possible career derailers.
Benefits of a 360° Assessment
- By putting mangers in the middle of the circle, they receive perceptions from those around them who see them performing in different capacities.
- By engaging a variety of input sources, we can highlight 'situational blind spots' that may only appear with some individuals or in selected environments.
- We can add to managers understanding of their effectiveness through written comments.
- Based on the results, managers can make positive changes based on enhanced self-awareness and insight, which is reinforced by others.
For additional information about our 360° Assessment programs, contact us
Content copyright . WrightOne Consulting, LLC. All rights reserved.
Content copyright . WrightOne Consulting, LLC. All rights reserved.