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A more comprehensive picture of the Blind Spot phenomenon may be found in the research on behavior among leaders and managers conducted by Simon Elvnäs Simon Elvnäs at the Royal Technical High-school (KTH) in Stockholm.
Simon Elvnäs and Simon Elvnäs and his group of researchers filmed more than 400 managers on-site in their everyday environment. After that, all All films were analyzed and categorized into thousands of different leadership behaviors. The result was astonishing; Managers make the least of what has a positive impact on the organization and what they want to do, and most of what employees do not need. Simply expressed: managers do not, at all, do what they think they do.
In many cases, the work of Simon Elvnäs has helped managers change their behaviors. It might be a painful experience to watch yourself, but the films appear to provide beneficial feedback.
Everyone does not have the opportunity to get filmed and analyzed by scientists. Never the less, all my sources tell the same: leadership evolvement will not happen without honest and actionable feedback.
Never the less all my sources tell the same: honest and actionable feedback makes the difference. Then how can leaders get the feedback and the insights about how others perceive them?
Not everyone has the opportunity to get filmed and analyzed by scientists. Never the less all my sources tell the same: honest and actionable feedback makes the difference. Then how can leaders get the feedback and the insights about how others perceive them?
The power of feedback
The value of feedback is the learning that makes you better. When it comes to leadership all
I think honest I want to mention A 10-Year Study Reveals What Great Executives Know and Do. One of the statements, in this article by Ron Carucci, is, "Exceptional executives actively solicit feedback about how others experience them."
The power of feedback
Honest feedback, as Jan Carlzon got, is like a valuable gift you get from someone who likes you. If the f
It is the most important enabler for a leader to
The example might be too straight forward for most people. Instead of welcoming the feedback, it is easy to enter a defense mode.
“I care enough for you to be honest with you.”Maybe
this example is to straight forward for most people? I can imagine some going into defense mode instead of welcoming the feedback.The value of feedback is the learning that makes you better. When it comes to leadership all
Still, it can be hard to even give and receive positive feedback.
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Feedback is one of the most I want to mention A 10-Year Study Reveals What Great Executives Know and Do. One of the statements, in this article by Ron Carucci, is, "Exceptional executives actively solicit feedback about how others experience them."
Just be careful; how to give and take feedback is not the easiest thing.
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