Organisational life revolves around performance monitoring and measuring. Often it’s a single person who will assess your performance. But what if they had access to the observations of all sorts of people who work with you in different ways? That’s the big idea that 360 Degree Feedback represents.
The idea and practice of 360 degree feedback has been through rises and falls since it first appeared in the 1950s. And it really took off in the 1990s. But it is as important today as it’s ever been. So, let’s examine 360 degree feedback from a number of angles.
It turns out that you aren’t as rational as you may have thought. So, traditional economic theories that assume you are, are… well, flawed. We need an approach that accounts for self-interest and lazy mental short-cuts. Enter Behavioural Economics.
We’ve already told the foundation story of Behavioural Economics in our Management Thinkers series. There we looked at the two men who received Nobel Prizes in Economics for their work in the field:
Emotional Intelligence may have felt like a fad in 1995, when we all rushed to buy Daniel Goleman’s book of the same name (1996 in the UK). But from a perspective of over 20 years on, it still holds its own as a useful concept and very much fits the bill as a Big Idea.
And why not? After all, the theory of emotional intelligence is that the way we succeed in life is through our emotional connections. Firstly with ourselves and then, secondly, with others. And the idea isn’t new. After all, did not Socrates say
‘First, know thyself’
Probably not. But it’s been attributed to a host of ancient thinkers, including Aeschylus and Heraclitus.
But I digress. Emotional intelligence allows you to:
When I first thought about Social Media as a Big Idea, it seemed like a good topic. Until I started to think about it. Because forms of Social Media are ubiquitous – we all use them, so what can I tell you that you don’t already know?
The Trust Equation is an attempt to highlight the key features of trust in a professional setting. And it does a very good job.
And this is super-helpful to any professional, manager, or team leader, for a simple reason. Trust is your stock-in-trade. If your team, customers, and bosses don’t trust you, you have nothing but a job title. The extent to which you can get things done in a leadership role depends largely on trust.
But how do you inspire that trust? This is what the Trust Equation will show you.
Sometimes a big idea comes along that really does feel new. And, in the early 1970s, that was Neuro Linguistic Programming, or ‘NLP’.
However, like many big ideas, NLP had its antecedents. It was built on the foundations set by others. But what it did was combine many things into a new framework. Some were well-understood. And others arose from the direct research of its founders and the people who followed them.
The name, Neuro Linguistic Programming roots it into its 1970s origins. And many of the ideas now seem familiar. Indeed, we have covered a fair few of them in earlier Pocketblogs. But now seems a good time to take a broad overview of the whole of NLP.
There’s nothing new in the idea of enchantment. It’s been turning up in fairy tales, legends, and myths for thousands of years. So, when Guy Kawasaki applies the word as a metaphor for how to influence customers, is he telling us anything new?
Like many big ideas, the modern version of enchantment isn’t new. And also like many, you could interpret it as stating the obvious. His book contains nothing a well-read and experienced manager won’t have encountered before.
But, also like many big ideas, the value really comes where we too-easily overlook the familiar. So we need reminding of what we already know. And coining a great metaphor is a good way to do it. So let’s look at what lies at the heart of Kawasaki’s Enchantment.