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BOSTON - January 18, 2007 - You can improve your chances of getting ahead in your career this year by conducting a self-assessment on how you relate to, and are perceived by, people such as your boss, colleagues, direct reports, customers, and suppliers, according to ClearRock, an executive coaching and outplacement firm headquartered in Boston.
"Executive coaches conduct 360-degree assessments on managers and executives to determine how they can work more effectively with those in higher, the same, and lower organizational levels as themselves, as well as with people on the outside, such as clients and suppliers," said Annie Stevens, managing partner for ClearRock.
"While those 360-degree assessments may be more formal than self-conducted career performance audits, employees can get a similar idea of where they stand, and how they are doing, by asking a few key people at each of these levels," added Greg Gostanian, managing partner for ClearRock.
One important guideline to follow when receiving feedback you have solicited during your performance self-assessment is not to defend yourself, and to keep advice ongoing. "Thank the person for having the courage to give feedback," said Stevens. "If appropriate, ask for suggestions regarding changing the behavior cited. If the feedback does not seem accurate, reality-check it with others to discover if they have the same perceptions. Commit to applying what you learn in a concrete, practical way."
Employees can derive these benefits by conducting 360-degree performance self-assessments:
- A frank discussion with your boss. "This is your opportunity to find out how satisfied he or she is with your performance before you go through your regularly scheduled evaluation," said Gostanian. "You can learn a lot about where you stand in a brief discussion or discussions with your boss. This will also give you enough time to fix problems you uncover before your scheduled performance review.
- An internal mentor. "A mentor could be in a higher or the same organizational level as you, or he or she could be an older, more experienced direct report who works with you and knows how ‘the system' in your organization operates," said Stevens. "An internal mentor can help you get where you want to go, and save you time and effort in getting there. The best mentors are those who will get a feeling of accomplishment from helping in your advancement."
- Alliances with same-level colleagues in your department and in other areas of your organization. "These will help you to be regarded as a mutually beneficial resource to colleagues," said Gostanian. "You can try to help them solve their problems, as well as enlist their assistance. Having the support of peers will be critical as you advance up the career ladder, and you need them to deliver results in their areas. Also, as they advance in their careers, they may one day be your boss."
- Growing your direct reports and helping them advance in their careers. "Just as you expect your boss to nurture your own career, you need to do the same with those who report to you. Listen to and guide them, be a resource for them not only to perform their current jobs, but on how to prepare for the next management level," said Stevens. "Recognize and reward your direct reports for their achievements and contributions, and share their successes with fellow employees."
- Improved relationships with customers and suppliers. "Determine how you can serve your clients better, and how you can aid your suppliers in helping you do your job," said Gostanian.
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