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Leadership Tips: Vol. 119

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in Best-Practices Leadership,HR Management,Human Resources,Leaders & Managers

Dump this worst “best” practice, 360º anonymous feedback, advises Susan Scott, author of Fierce Leadership. “Anonymous feedback doesn’t tell us what we really need to know and leaves us wondering, ‘Who thinks that about me?!’” she says. Instead, exchange feedback face-to-face as soon as possible after something occurs. “And always own your comments—this is what you feel, think, appreciate, and would like the person to do differently,” she says. “Be as eager to receive candid input as you are to give it.” —Adapted from “A Bold Alternative to the Worst ‘Best’ Practices of Business,” BusinessWeek.

Tap into customer ideas effectively by listening—online and off. Chris Brogan, president of New Marketing Labs, says retailers such as Home Depot and Whole Foods are benefitting from the following they’ve built up on Twitter. “They talk back and forth,” says Brogan. “They talk about what the customers want to talk about.” —Interview with Chris Brogan.

Make the most of your gifts by knowing when to accept feedback and when to ignore it. Example: Usain Bolt holds world records in sprinting. When Bolt was a child, a coach recognized his gift of speed. Bolt was eventually advised to concentrate on the 400-meter because of his height (he is 6 feet 5). But he was perceptive enough to know that his strength lay in the 100-meter dash. Good thing he went against conventional thinking: He broke world records this year in the 100-meter and 200-meter races. —Adapted from “Leadership Lessons From Usain Bolt,” John Weeks, Forbes.

Is collaboration always best? No, says Morten Hansen, author of Collaboration. He espouses “disciplined collaboration,” the practice of properly assessing whether to collaborate and instilling in people the willingness and the ability to collaborate. The goal is not simply to collaborate; it’s to gain better results. —Adapted from “Business Book Briefs,” Morten Hansen, BNET.

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