How to Get Feedback
Who to Ask for It
When to Ask for It
How to Ask for It
16 How to Use It
Make Sure You Evaluate It
Do These Things If You Decide Not to Use It
18 Practice Makes Permanent
19 Feedback Checklist
20 Suggested Readings
22 Key Point Summary
Center for Creative Leadership (CCL
) has generated, since its inception in 1970, through its research and educational activity conducted in partnership with hundreds of thousands of managers and executives. Much of this knowledge is shared–in a way that is distinct from the typical university department, professional association, or consultancy. CCL is not simply a collection of individual experts, although the individual credentials of its staff are impressive; rather it is a community, with its members holding certain principles in common and working together to understand and generate practical responses to today′s leadership and organizational challenges.
The purpose of the series is to provide managers with specific advice on how to complete a developmental task or solve a leadership challenge. In doing that, the series carries out CCL′s mission to advance the understanding, practice, and development of leadership for the benefit of society worldwide.
Karen Kirkland is feedback and coaching manager at CCL s San Diego campus. She has had many years experience as a feedback specialist and has held numerous academic positions. Kirkland cofounded a large psychology practice corporation, the Colorado Center for Psychology, P.C., and has published extensively in psychology research. She holds a Ph.D. in clinical psychology from the University of Missouri.
Sam Manoogian is a private consultant who specializes in executive coaching on leadership development issues. He is also an adjunct with CCL. Formerly, Manoogian was chief assessor for feedback specialists at all of CCL s campuses. In that role, he monitored and managed the feedback process for all of CCL s leadership development programs. Manoogian also directed the Awareness Program for Executive Excellence (APEX), an intensive development experience for senior–level managers. He holds a Ph.D. in clinical psychology from St. Louis University.