Managers Have Difficulty Giving Feedback, Weak on Leadership and Innovation, Says Study

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Leadership, innovation and giving ongoing feedback are some of the biggest weaknesses displayed by leaders in North American workplaces, says a study.

Leadership, innovation and giving ongoing feedback are some of the biggest weaknesses displayed by leaders in North American workplaces, says a study.

The Beacon Group, a leading advising firm in the field of organizational development, asked mid and senior management leaders in the US and Canada to rate their managers, peers and their own performance. Leaders rated their co-workers using 12 basic competencies that included ethics & integrity, customer focus, accountability, teamwork, decision making, communication, leadership, functional excellence, results focus, personal development, innovation and coaching. The study analyzed over 10,000 individual surveys submitted over the past 5 years.

The average performance score across all categories was 63%.

The weakest categories of performance for leaders were leadership (62%), innovation (61%) and ongoing performance feedback (60%).

“Ongoing performance feedback and coaching on the job is something leaders at many companies struggle with,” said Michael Sitayeb, Director Product Development & Marketing for The Beacon Group.

“It’s easier to provide feedback within a structured performance feedback system with regular reviews. However, employees also expect more frequent coaching in between performance reviews,” added Sitayeb. “Leaders struggle with that. They struggle with the sensitivity and frequency of these coaching events.”

“Many large corporations provide specific training on giving timely and constructive feedback. It’s a serious issue of concern,” said Sitayeb.

Innovation and leadership were two other elements that leaders had difficulty with. Troubling signs, given that employees frequently cite these two categories to be more important during difficult economic times.

Leaders frequently overstated their leadership and innovation abilities when conducting self-assessments. Leaders demonstrated the biggest self perception to peer evaluation gap in these categories as well.

Leaders performed best in the categories of ethics & integrity (68%), customer focus (66%) and focus on results (65%) according to the survey.

“There isn’t much disparity between perception and reality in the top performance categories for leaders. Leaders generally know where they stand on these issues,” said Sitayeb.

“But on the poorest performing categories of innovation and leadership, there is some misalignment. Companies should better define leadership and innovation according to their set of organizational values and core competencies.”

The Beacon Group is a leading advising firm in the field of organizational development. Companies across various industries have used The Beacon Group’s assessment products and advising services to leverage their investment in Human Capital. The Beacon Group specializes in Employee Surveys, 360 Feedback Assessments, Early Talent Identification (ETI), Management Training, and Performance Management Systems. Clients including Mercedes-Benz, Aeroplan, Xerox, Sony and SAP have used The Beacon Group’s services to grow their thriving businesses.

For media inquiries please speak to Michael Sitayeb at 1-866-240-3948 or email at michaels (at) thebeacongroup.ca.

This press release was distributed through eMediawire by Human Resources Marketer (HR Marketer: http://www.HRmarketer.com) on behalf of the company listed above.

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Michael Sitayeb