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He considered himself a great leader, so it came as a shock. His staff had said they liked working for him. So when Dave received the feedback he was shocked, angry, disappointed and confused all at the same time. He had been waiting for years for this opportunity and now it had passed him by.

The company had decided to introduce a 360 degree feedback process. Dave had not been through this process before so it was scary for him to think about how his staff, peers, boss and superiors would answer the questions about him. But Dave worked hard and he knew he was doing a good job. Even though he was nervous, he was also confident the feedback would help him get the promotion.

So when he was overlooked for the promotion it really hurt. Initially he was really angry - "This can't be right. I deserve that promotion" he thought to himself. Then disappointment flooded over him. "What did I do wrong? Why did I miss out?"

Dave was told the 360 feedback was for his personal development and would not be used for promotion or salary purposes. Now he wasn't so sure. He needed to know why he didn't get the promotion. So Dave set up a meeting with his boss. And it all came down to time management. How he used his time and where he spent his time.

Dave's boss, Graham, told him that the management team felt he wasn't ready to take the next step. While they loved his effort, commitment and hard work, they were worried Dave would burn out if he had more responsibility. The feedback confirmed their thoughts.

Dave thought of himself more as a creative type. He knew he wasn't "structured". But did it have that much effect?

Graham told Dave that his lack of time was a major part of not getting the promotion. Now the 360 was saying that, while he worked hard, he needed be more strategic, find more time for his team and have more impact. His staff felt that his "style" made them less effective. "So many long hours, missing out on time with the family - and this is what you get" Dave said to himself.

Dave was actually lucky. This feedback gave him an opportunity to change. As a manager how you operate and use time has a ripple effect that runs through all your staff. A wasted hour is multiplied by the number of staff that report to you. There are many aspects of being effective and having impact. If your are running fast down the wrong road, you are probably taking your staff with you.

Less than a year later Dave got the promotion.

To Dave's credit, he took responsibility for the feedback and decided to make some changes. He realized he needed help and he hired a coach. Dave made significant changes to his Leadership Style. The most significant insight Dave had was that he was now a Leader of people, which meant he had to redefine what was important. No longer could he personally make sure every little task was done. Dave is now a high impact leader, that has more responsibility, yet works less hours than he did a year ago.

Are you and your team heading down the right road?
If a person is going down the wrong road, he doesn't need "motivation" to speed up. They need to step back listen to feedback from others and reflect on themselves with total Self-Honesty.
They need to find a road so richly laden with opportunity, no "force" or willpower is needed and they easily and rapidly achieve massive success.

Related Articles:

How to avoid Job Burnout.

Links you should visit

1) Four secrets to liking your work Most people do NOT like their work. Here are four secrets to help you like your current job.

2) Time Management Central.net time management videos to inspire you to use your time wisely.

3) The new e-course is just about ready. Try it for F.ree Just reply to this email with New e-course in the subject.