Leadership Development: Paths to Self-Insight and Professional Growth

By Manuel London | Go to book overview

SUBJECT INDEX
360-degree feedback, 21–22, 39–40, 53–54, 135
accountability for using, 142–143
compared to traditional survey feedback, 143
effects of, 141–142
fairness, 146–147
feedback seeking, 148
intentions to use, 149
on-line surveys, 136
paradoxes of, 139–141
psychological safety, 151
rater agreement, 147–148
reactions to, 139
survey methods, 136
use for administration, 154–155
use for development, 149, 154–155

A
Acceleration pools, 196
Accountability, 165
Adaptive leadership, 10–11, 27
Allied Signal Corp., 281
American Management Association, 210
Anticipatory socialization, 91
Apple Computer, 21
Apprehension, 66–68
Army Rangers, 206
Artificial intelligence, 5–6
Assessment centers, 196
Assessment centers, 39
AT&T, 10, 30, 39–40, 212
Authoritarian behavior, 27, 43, 238
and self-awareness, 238

B
Balanced scorecard, 17–18, 108–109
Bank One, 18
Bejing, China, 222
Bell Operating Companies, 30
Birmingham, AL, 198
Boston, 35
Brainstorming, 41
Bristol-Myers-Squibb, 103, 107, 272
British Imperial Trans-Antarctic Expedition, 9
British Library, 211 Buddhism, 32, 34
Zen Buddhist meditation, 33
Burn-out, 62

C
Calico Commerce, 9
Cambridge University, 211
Canada, 2
Canada, 222
Capital One Financial Services, 185
Career barriers, 217–218
constructive coping strategies 219
job loss, 218–220
reactions to job loss 219
Career motivation theory, 80–85
career resilience, 80, 225–226
hardiness, 226–226
career insight, 80
career identity, 80
Center for Creative Leadership, 6, 20, 99–100, 207, 210, 262
Center for Executive Renewal, 206
Center for Global Assessments, 200
Ceridian, 212
Charisma, 6
Chase, 7
Child-care support, 205
China, 30, 222
Chrysler, 7
Cisco Systems, 105–106, 108, 233, 271
Coaching, 161
360-degree feedback results, 169
characteristics of effective coaches, 180–182

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