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a subject. A good coach will be able to analyze the feedback to
ensure that a sufficient sample of stakeholders are utilized to
address outliers and evaluate the validity of the feedback.

Honest and constructive feedback is necessary for anyone who
wants to lead a team or organization, as it provides an objective
assessment as to whether your actions are creating a response
that aligns with your leadership intentions. "A leader who is
intending to be firm and clear about certain performance goals yet
is perceived by others as judgmental or angry will be disappointed
about results if he or she doesn't discover the gap so that it can be
corrected," stated Dr. Frisch. He continues, "this makes both
informal and formal feedback essential for leaders to find out how
intentions are coming across to others so that adjustments can is a unique opportunity to either reinforce
be made."
behavior that is having the desired effect, or an
opportunity to adjust and change behavior that may be
Once the executive coach completes the stakeholder interviews,
the coach will then compile all the feedback and analyze it for unproductive or damaging. While a 360-degree feedback
consistent themes, examples of behavior and feedback that is process can be challenging, an experienced and skilled executive
coach can navigate the process and provide a customized and
particularly constructive. The coach will then prepare a career elevating experience.
360-degree report for the client that delineates the areas of
strength to continue leveraging and suggestions for improvement. This article is the first of a series on the topic of feedback.
The coach will meet with their client to review and discuss the
feedback.
INFORMATION ON THE AUTHORS:
It is important for the coach to present the feedback in the spirit of
growth and development, and not to focus or dwell on negative
comments. The client will then have the opportunity to review and
absorb the feedback and, in consultation with their executive NATALIE LOEB is the Founder of Loeb Leadership
coach, draft a development plan. This plan allows the client to Development Group and an Executive Coach.
apply the feedback and work it into a plan of action to raise
performance, self-awareness, enhance and build relationships, She can be contacted at natalie@loebleadership.com,
and be an all-around more productive, energized and focused 866-987-41 l or www.loebleadership.com.
employee and leader.
GORDON LOEB is the COO of Loeb Leadership Development
Dr. Frisch in sum says, "making the sharing of feedback usual and Group and an Executive Coach.
safe and then using it to adjust leadership behaviors to better
align intentions with impact, should be standard operating He can be contacted at gordon@loebleadership.com,
procedure for leaders even though it requires ongoing effort." The 866-987-41 l or www.loebleadership.com.
development plan provides a road map for the client. which can be
amended to address concerns or behaviors that may arise at any DAVID B. SARNOFF, ESQ., is the Principal of Sarnoff Group
given time. LLC, an Executive Coach and a consultant to Loeb
Leadership Development Group.
At the end of the day, 360-degree feedback is a rich resource to
assist employees at all levels of an organization, to increase their He can be contacted at david@sarnoffgroup.com,
awareness and become more productive leaders. It is invaluable 646-665-4899 or www.sarnoffgroup.com and
to learn whether the "behavior intentions" of a leader are having a dsarnoff@loebleadership.com 866-987-41 l or
positive impact on their team, or vice versa. Once there is an www .loebleadership.com.
acknowledgement and awareness how others perceive you, there

(;) www.loebleadership.com Bl info@loebleadership.com � 866-987-4111