Generated by Rank Math SEO, this is an llms.txt file designed to help LLMs better understand and index this website.

# TruScore: We know assessments. Our expertise is in 360 degree feedback and assessment customization. We offer our own validated line of assessments, and we serve as the technology platform and support arm behind some of the most recognized assessments and brands in the industry. Our platform was built specifically for talent development, drawing on 50+ years of 360 feedback experience. Some platforms are built for performance management, others for market research or customer satisfaction. Ours gives talent development teams the flexibility and depth they need to manage every assessment they run, whether that's a multi-rater, a 180, or a self-only. If you lead the development of your management and leadership ranks, or you oversee assessment strategy for a training and development company, we should talk. We also partner with leading coaching and consulting organizations and with some of the most admired thought leaders in the field. 

## Sitemaps
[XML Sitemap](https://www.truscore.com/sitemap_index.xml): Includes all crawlable and indexable pages.

## Posts
- [A 360 Assessment for Senior Managers and Directors: Inside Advanced Management Practices](https://www.truscore.com/resources/360-assessment-senior-managers-directors/): Senior managers and directors live in a strange middle. They sit too high in the org chart for first-line management training to fit, and too far from the C-suite for executive coaching frameworks to apply cleanly. They have to plan for the future and run the quarter. They have to maximize the talent under them and absorb pressure from above. A 360 assessment built for this middle tier has to measure both halves of the job, and many do not.
- [How to Follow Up on 360 Feedback: A Five-Step Framework for the First 30 Days](https://www.truscore.com/resources/360-feedback-follow-up-first-30-days/): Most 360 feedback reports get read once and shelved. The leader scans the file, lingers on the lowest score, takes a deep breath, and closes it. By month two, the document is buried in a folder no one opens. By month six, the only thing that has changed is that the next assessment cycle is looming.
- [When 360 Feedback Tells the Truth You’ve Been Avoiding](https://www.truscore.com/resources/when-360-feedback-tells-the-truth-youve-been-avoiding/): This is where 360 feedback becomes powerful. And uncomfortable.
- [Why Generic Leadership Classes Fall Short—and What Works Instead](https://www.truscore.com/resources/generic-leadership-classes-dont-work/): Organizations invest heavily in leadership development, yet many find that generic leadership classes don’t drive real improvement. These programs cover a wide range of skills—communication, decision-making, conflict resolution—but they often fail to help leaders focus on the specific areas they need to improve. Instead of offering targeted guidance, these courses tend to provide high-level theories that leave leaders with too much information and too little direction.
- [Bridging the Feedback Gap in Remote & Hybrid Work](https://www.truscore.com/resources/bridging-the-feedback-gap-in-remote-hybrid-work/): The shift to remote and hybrid work has transformed the way teams collaborate, communicate, and develop leaders. As organizations navigate this new landscape, one challenge stands out: how to effectively conduct 360-degree feedback in a dispersed workforce.
- [Features to Consider When Selecting a 360 Review Program](https://www.truscore.com/resources/features-to-consider-when-selecting-a-360-review-program/): There are dozens of competing 360 review programs. When you conduct a search online, you'll be bombarded by ads, landing pages, and competing perspectives on how to best complete a 360 review and what specific resources you need before you can get started.
- [Avoiding the “Big Brother” Problem in 360 Feedback](https://www.truscore.com/resources/avoiding-the-big-brother-problem-in-360-feedback/): When implemented effectively, 360 feedback can be a powerful tool for personal and professional growth. It provides employees with valuable insights into their strengths, areas for improvement, and the perceptions of their colleagues. However, when poorly implemented, a 360 feedback process can feel less like a developmental opportunity and more like a scene out of 1984—a surveillance system where employees feel judged, monitored, and vulnerable.
- [The Case for Reassessment in 360 Feedback](https://www.truscore.com/resources/the-case-for-reassessment-in-360-feedback/): In leadership development and organizational growth, progress is the name of the game. But how do we know if we’re moving forward or merely treading water? The answer lies in a powerful yet often underutilized practice: reassessment.
- [Ready, Set, 360: Preparing Your Team for 360 Feedback](https://www.truscore.com/resources/preparing-your-team-for-360-feedback/): Launching a 360-degree feedback process is like laying the foundation for a successful journey. It’s not just a procedural step—it’s an opportunity to foster growth, improve relationships, and drive organizational success. Proper preparation ensures that feedback is not only well-received but also actionable, creating a culture where development thrives.
- [The Importance of Using Norms in 360 Feedback Assessments](https://www.truscore.com/resources/the-importance-of-using-norms-in-360-feedback-assessments/): When conducting a 360-degree feedback assessment, the data collected can be overwhelming without the right context. How should a manager interpret a 4.2 out of 5 on leadership effectiveness? Is it an outstanding score, average, or an area for concern? This is where norms come into play, transforming raw data into actionable insights.
- [Top 5 Benefits of 360 Feedback: Unlock Potential & Boost Performance](https://www.truscore.com/resources/the-5-top-benefits-of-360-degree-feedback/): In today's fast-paced and ever-evolving workplace, feedback is more crucial than ever. Traditional feedback methods, while valuable, often provide a limited perspective. Enter 360 feedback—a comprehensive approach that gathers input from a variety of sources, including peers, subordinates, supervisors, and even customers. This multi-faceted feedback system offers numerous benefits that can significantly enhance both individual and organizational performance. Let's delve into the top five benefits of 360 feedback and explore how it can transform your workplace.
- [The Importance of Defining Roles and Responsibilities](https://www.truscore.com/resources/the-importance-of-defining-roles-and-responsibilities/): Defining roles and responsibilities in business is crucial, even though it can be challenging at times. In many organizations, employees often take on various roles and complete tasks that fall outside their initial job descriptions. While this flexibility can be beneficial, it frequently leads to confusion, especially when leadership responsibilities are not clearly assigned.
- [Looking Back on 2023: A Roundup of 360 Feedback Insights](https://www.truscore.com/resources/looking-back-on-2023-a-roundup-of-360-feedback-insights/): In a world that is evolving at an unprecedented pace, continuous personal development has never been more crucial to one’s success. As we reflect on the transformative power of self-awareness and the collective wisdom of varied perspectives, join us in revisiting the blog posts that encapsulate the spirit of continuous improvement using 360 degree assessments.
- [360 Degree Feedback: Everything You Need to Know](https://www.truscore.com/resources/360-degree-feedback/): In the business world, what your colleagues and direct reports think and say about you can alter the course of your career trajectory, so why wouldn’t you want to know what’s on their minds? That’s where 360 degree feedback can help.
- [Custom 360 Assessments – The Exception has Become the Rule](https://www.truscore.com/resources/customized-360-assessments/): In the world of leadership development and organizational effectiveness the 360-degree assessment has long been viewed as one of the most popular tools in the HR arsenal. At the individual level, they provide insights about your managers and leaders that can drive change and improvement. At the aggregate level, you'll have the opportunity to identify key areas that might be dragging down a department, division, or the entire company. Leveraging this data, you can begin a course correction that ultimately allows both the individual and the organization to be more competitive. One assessment, two benefits. 
- [Unlocking the 360 Assessment Process: 8 Critical Components](https://www.truscore.com/resources/unlocking-the-360-assessment-process/): The process of implementing a 360 assessment is just as important as the assessment itself. The way the process is designed and executed can have a significant impact on the effectiveness of the feedback and the overall success of the program.
- [Identity Crisis! Are you a technology company or a leadership development company?](https://www.truscore.com/resources/identity-crisis-are-you-a-technology-company-or-a-leadership-development-company/): If you've been in the 360 degree feedback, or broader leadership assessment space, for long enough you've likely managed your own 360 platform at some point. And if so, you've surely grappled with this decision, how long should you continue managing and maintaining your own 360 software and when does it make sense to finally outsource. In this day and age, many are already past this crossroads, but for those who continue to question whether or not outsourcing their assessment platform is right for them, this article may prove helpful.
- [3 Pitfalls to Using 360s in a Talent Platform](https://www.truscore.com/resources/3-pitfalls-using-360s-talent-platform/): Convenience. We're constantly pursuing ways to make our lives, both personal and professional, as convenient and efficient as possible. It makes sense then that we oftentimes opt for a larger one-stop shop, whether for increased choices or lower price. After all, lugging your kids with you to both a grocery store and a shoe store when you're in a hurry doesn't sound nearly as appealing as going to a store that offers both. But I think we can all agree that there's also a time and place for specialists. Whether you break your wrist or damage your eye, you're more inclined to seek out an expert than a generalist. The same concept applies in almost any industry, including training and development. In our world, we hire consultants, coaches, and training partners that have experience and credentials in the areas we're trying to measure and improve. So, as appealing as it might seem to utilize the talent platform right in front of you for your next 360 feedback initiative, here are a few things to consider before doing so.
- [Rater Selection in 360 Degree Feedback: Who and How Many](https://www.truscore.com/resources/rater-selection-in-360-degree-feedback-who-and-how-many/): If you've ever administered a 360 degree feedback program, or if you've been a 360 feedback participant yourself, then you've encountered the topic of rater selection, which inevitably leads to the question: Who and How Many. If you've been unsure about how to answer that question, don't worry, you're not alone.
- [The Power of 360 Feedback & Coaching with Coaching.com, Fluxify & Sony](https://www.truscore.com/resources/360-feedback-and-coaching-with-coaching-com-fluxify-sony-interactive-truscore/): Our CEO (Derek Murphy) recently had an opportunity to join a panel discussion on the powerful combination of 360s and coaching.  Kristen Nolan from Coaching.com, Jonathan Reitz from Fluxify,  Duke Holliday from Sony Interactive, and Derek Murphy from TruScore sat on the panel.  Attendees were also encouraged to ask questions that were answered by the panel at the end of the session.  Check it out below!
- [TruScore Hits 50 Years of Developing Leaders with 360 Feedback](https://www.truscore.com/resources/truscore-hits-50-years-of-developing-leaders-with-360-feedback-solutions/): TruScore has been assisting managers and executives in becoming better leaders for 50 years. Originally established as The Booth Company in 1972 by Dr. Daniel J. Booth, Ed.D., TruScore has grown from a one-person consultancy to a full-service assessment solution provider for fortune 1000 organizations.
- [The 6 Greatest Obstacles to Developing Managers as Leader-Coaches](https://www.truscore.com/resources/the-6-greatest-obstacles-to-developing-managers-as-leader-coaches/): If the power of managers as leader-coaches has become so well documented, why do so many L&D leaders still feel like they're fighting a constant battle — without the necessary weapons — to move toward this type of development? Here are six common reasons.
- [The Power of Managers as Leader-Coaches](https://www.truscore.com/resources/the-power-of-managers-as-leader-coaches/): It's become increasingly clear how wide and significant a manager's impact is on today's organization. A manager's value is no longer only measured by how many widgets their team produced last fiscal quarter or how good their compliance record was.
- [How to Ruin a Perfectly Good 360 Feedback Assessment](https://www.truscore.com/resources/how-to-ruin-a-perfectly-good-360-feedback-assessment/): When it comes to 360 degree feedback surveys there are some basic DOs and DON’Ts you’ll want to keep in mind before embarking on your developmental improvement journey. You can read all about the right way to handle 360 feedback here. The following is a step-by-step guide to sabotaging your 360.
- [When Is it Time to Implement Custom 360 Reviews?](https://www.truscore.com/resources/when-is-it-time-to-implement-custom-360-reviews/): 360-degree reviews are a reliable tool for creating development plans for individual employees in key roles. Many of the standard roles you'll see in corporate organizations already have extensive libraries of 360-degree review surveys and resources.
- [How to Communicate 360 Leadership Assessment Results to Clients](https://www.truscore.com/resources/communicate-360-leadership-assessment-results-to-clients/): Delivering 360 feedback after a 360 leadership assessment will make or break your reputation (and your effectiveness) as a consultant. Some organizations go through 360 leadership assessments and do nothing with all that data or the data is presented in an ineffective manner. Simply providing the results to the leader without discussing the results or supporting development efforts does not prompt or inspire change, according to Harvard Business Review:
- [Wrapped Up Your 360 Assessment Project? What’s Next?](https://www.truscore.com/resources/wrapped-up-your-360-degree-assessment-project-whats-next/): Professional assessments can be nerve-racking for employees, regardless of their performance or position. Your coworkers will have a lot of questions about and uncertainty toward any new evaluation process, such as a newly implemented 360-degree assessment.
- [The Importance of Using 360-Degree Reviews As a Consultant](https://www.truscore.com/resources/the-importance-of-using-360-degree-reviews-as-a-consultant/): The science of training and developing a high-performing team of employees is constantly evolving. And when you do it as a consultant looking from the outside in, the process can be even more challenging.
- [5 Key Features of an Effective 360 Survey](https://www.truscore.com/resources/5-key-features-of-an-effective-360-survey/): 74% of L&D professionals believe skill building is the most critical part of rebuilding for the future. There is hidden potential in every staff member, waiting to be fully developed. Training and developing existing employees is the most effective way to unlock every employee's potential, and there's no better way to go about it than a 360 survey.  
- [How do 360 Evaluations Affect Revenue Growth?](https://www.truscore.com/resources/how-do-360-evaluations-affect-revenue-growth/): When you are tasked with improving the skills of employees across the company, you have to employ the most effective strategies. After all, your work has a huge bearing on employee productivity, and as such, revenue growth.
- [A guide for researching and selecting a 360 assessment company](https://www.truscore.com/resources/researching-and-selecting-360-assessments-company/): Can you think of anything more exciting than settling in to begin the deep dive research necessary in choosing your next 360 assessment vendor? Get ready for the seemingly never-ending lists of pros and cons. Checklist after checklist created, updated, sent around to the team, updated again, rinse and repeat. Just imagine the must-have feature sets headed your way. Oh, and these will change weekly. Yep, let the fun begin!
- [Engage Your Enthusiasm](https://www.truscore.com/resources/engage-your-enthusiasm/): It seems that we’re supposed to be enthusiastic about everything these days. Social media posts show smiling people doing wonderful things, all day every day. But, realistically, a person can’t be enthusiastic about everything. Some days we have a hard time being enthusiastic about anything. Without getting overly philosophical, we really ought to be able to be enthusiastic about our jobs, given how much time we spend there and how big a part of our lives they are. This is especially true if we are in executive positions.
- [Risk Being Innovative](https://www.truscore.com/resources/risk-being-innovative/): Leadership requires bold thinking and a willingness to disrupt the status quo, even when things seem to be going smoothly. Not every innovation works out, of course, but failure to innovate creates stagnation, and stagnation leads to reduced market share and, ultimately, failure. It’s crucial that you support visionary ideas and put them to work. Your enthusiasm for innovation inspires others to support your ideas and help you implement them.
- [Keeping Up with Industry and Market Insights](https://www.truscore.com/resources/keeping-up-with-industry-and-market-insights/): It may seem that there aren’t enough hours in the day to complete the tasks that absolutely have to be done, much less find the time to scan social media or gather marketplace information about emerging trends. And yet, successful executives regularly find the time and energy to exactly that. They keep up with trends and base their decisions on all of the information available, including their vision for the future, the risks they are willing to take to make that a reality, the company’s financial data, and their insights about the market and/or industry. It’s a large task to juggle this amount of data, but the best decisions are made using all of it.
- [Don’t Be Intimidated by Data](https://www.truscore.com/resources/dont-be-intimidated-by-data/): Everyone knows that a business succeeds or fails based on its bottom line. It’s surprising, then, how many leaders are uncomfortable looking at spreadsheets, graphs, and other metrics of profitability. Being able to gather the appropriate data and understand what it means are critical skills of effective executives. Failure to consider financial and operational data will put your change initiatives in far more danger than errors in implementation.
- [How Effective Leaders Navigate Internal Politics](https://www.truscore.com/resources/how-effective-leaders-navigate-internal-politics/): Internal politics can be difficult and painful to navigate, especially when issues blow up seemingly from nowhere. In this situation, leaders may find themselves wondering “What went wrong? How did I miss this? What do I do now?” Of course, the best thing to do is to be aware of situations before they blow up and, if possible, defuse them so that they remain minor rather than major issues.
- [Visionary Leadership Doesn’t Always Mean Creating Big Ideas](https://www.truscore.com/resources/visionary-leadership/): Every day we hear of new visionary ideas: travel to Mars, self-driving cars, new technological gadgets that will make our lives so much easier. The list goes on and on. Every leader knows it is his or her responsibility to come up with new ideas that will lead the organization into the future and surpass the competition. But not every leader is, by nature, a visionary. This isn’t necessarily a bad thing. The world needs visionaries, of course, but it also needs leaders who can choose among possible directions for their organizations, analyze the risks and potential benefits, and make informed choices that are not likely to bankrupt the company.
- [7 Things Your Team Wishes They Could Tell You. Are You Listening?](https://www.truscore.com/resources/7-things-your-team-wants-to-tell-you/): Do you think of your team members as people who should just appreciate working with your fine company and collecting a good salary on an ongoing basis? According to a Gallup poll, only 33% of the U.S. workforce members feel engaged at work. As a manager, you’ll have a much more productive team if they are committed to working with you rather than merely doing what they are told. To get the best performance from your team, you need to give some thought not only to what you want from them but also to what they want and need from you.
- [Managing Your Team’s Tension Level](https://www.truscore.com/resources/managing-your-team-tension-level/): You may or may not be responsible for a high level of tension among your team, but you will surely be blamed for it if it is unacceptably high to your team members. Managing the tension level in your team is a balancing act that requires finesse and constant awareness on your part. If the tension level is too high, the team will be focused more on that tension, its causes, ways to fix it, new job potentials, etc., than on doing their work. If the tension level is too low, however, team members may be happy but performance may be lackadaisical. There is a “sweet spot” for tension level that you can think of “enthusiastic engagement,” where people are challenged and productive while also being fully engaged with their jobs.
- [4 Tips to Encourage Your Team This Week](https://www.truscore.com/resources/4-tips-encourage-team-week/): Every company wants to find, hire, and keep the best possible talent. A company's most valuable asset is an engaged, motivated employee invested in their performance.
- [What Do Rising-Star Millennials Want?](https://www.truscore.com/resources/rising-star-millennials-want/): Millennials have many expectations of their company and their leaders. Common expectations include:
- [The Booth Company Announces Rebrand to TruScore](https://www.truscore.com/resources/booth-company-announces-rebrand-truscore/): Boulder, Colo. April 24, 2018 -- The Booth Company, an assessment company with over 4 decades of experience in 360 degree feedback and assessment customization today announced the business’ rebrand to TruScore. The rebrand elevates the focus on the assessment hosting offered by the company.
- [The Most Important Leadership Trait May Surprise You](https://www.truscore.com/resources/important-leadership-trait-may-surprise/): Powerful, Decisive, Analytical, Driven
- [How to Achieve Team Goals Through Goal Pressure](https://www.truscore.com/resources/achieve-team-goals-goal-pressure/): Your most important management responsibility is to achieve team goals. As you know, in this current business environment where team members regularly resign or call in sick, the organization frequently changes direction, or budgets are slashed without warning, achieving goals isn’t an easy task. And yet it must be done.
- [The Importance of Recognizing of Good Performance](https://www.truscore.com/resources/recognition-of-good-performance/): It’s much simpler to continue doing something that is recognized as positive than it is to learn from one’s mistakes and change behavior. Therefore, if you want someone to continue doing good work, you will need to acknowledge what was good work. Providing recognition and rewards is a fun part of your job that will make everyone—yourself and your team members—feel good.
- [How to Inspire and Motivate the Employees in Your Company](https://www.truscore.com/resources/inspire-motivate-employees-company/): At the core of every great leader is the desire to inspire and motivate those around them. And when you’re on the leadership team in a company, your tenure depends upon it. Inspiring and motivating is easier said than done. It takes more than a motivational poster or a stern reminder to inspire your employees. It’s not impossible, however, and also far less complicated than you might think.
- [The Delicate Balance of Delegating](https://www.truscore.com/resources/balance-delegation/): A truism in the management/leadership world is that “People quit managers, not companies.” And the number one reason that people quit managers is because of poor delegation. Either the manager is overly controlling--not allowing employees to make decisions about their work--or overly permissive, and chaos reigns in the workplace because there is no real supervision or leadership.
- [Fast Tracking Trust with Employees](https://www.truscore.com/resources/fast-tracking-trust-with-employees/): Trust is the foundation for most important relationships and can take time to build, but in a business relationship, particularly between employer and employee, time is of the essence. A trustworthy leader is a powerful asset to any business, so bridging the gap between employer and employee quickly is key.
- [Is Data Driving Your Training Decisions?](https://www.truscore.com/resources/is-data-driving-your-training-decisions/): The Association for Talent Development’s (ATD) 2017 State of the Industry Report reports that spending on employee learning has increased. Organizations spent $1,273 per employee in 2016, compared with $1,252 in 2015. In addition, the average number of formal learning hours used per employee also grew, reaching 34.1 hours in 2016, up from 33.5 hours in 2015. As an expert and proponent in the field of leadership development, numbers like this normally excite me. Let’s face it, convincing organizations to invest in their employees hasn’t always been an easy sell. But now that the trends are flowing in a positive direction and more money is being spent, it begs the question: Are organizations investing in the right training for their employees? Or are they simply checking a box?
- [How Would You Rate Your 360 Rating Scale?](https://www.truscore.com/resources/rate-your-360-rating-scale/): Whether you’re designing your own survey or researching a potential 360 feedback purchase, chances are good that the rating scale is not at the top of your list of critical success factors. When it comes to high-quality assessments, much of the focus tends to be on things like the reporting output, the survey platform, and of course the survey content itself.
- [How to Increase Personal Drive](https://www.truscore.com/resources/how-to-increase-personal-drive/): As a manager, you set the tone for your team’s performance. If you are enthusiastic about your work, you will probably generate a similar level of enthusiasm among your team members. If, however, you are tired and/or bored with your work, this lack of enthusiasm will also be transmitted to your team and you will see it mirrored back to you.
- [Why Do-It-Yourself 360s Fail](https://www.truscore.com/resources/why-do-it-yourself-360s-fail/): Do-it-yourself…this is a phrase that has always gotten me into trouble around the house. I used to think I was a lot better at household projects than I really was, but after years of home ownership I have finally embraced the truth and come to appreciate the adage – if you think it’s expensive to hire a professional, just wait until you hire an amateur. Whether it’s home improvement or talent management related, why is it that so many of us get caught up in the “I can do it myself” mentality? Even when the “it” is so clearly outside of our primary area of expertise? Here are a few things to keep in mind as you weigh the pros and cons of Self Service 360s versus a Managed Solution.
- [How to Set and Enforce Performance Standards](https://www.truscore.com/resources/standards-of-performance/): Even if your company sets the standards of performance for every job and provides data on every person’s activities, you, the manager, will need to monitor the standards on a regular basis and discuss them with your team members. The ability to set and meet high standards is expected in business these days, and performance that is consistently below standards is rarely tolerated for long. The manager is the person who sets quality standards and enforces them.
- [Is Survey Fatigue Killing Your 360?](https://www.truscore.com/resources/survey-fatigue-killing-360-feedback/): In my last post, I wrote about how quickly things can change both in life and in business. We see examples of this everywhere, including how ubiquitous online surveys have become in the workplace. Somewhere between the performance evaluations, culture surveys, engagement surveys and 360 feedback assessments, your team began feeling “surveyed to death.”
- [Giving Feedback that Works](https://www.truscore.com/resources/providing-feedback/): If your team is typical, some of your team members will do excellent work, while others will be adequate, and a few will need coaching to improve their performance. All of them deserve to receive feedback from you about their job performance.
- [3 Challenges to Rolling Out a Global 360 Program](https://www.truscore.com/resources/3-challenges-global-360-feedback/): It’s amazing how quickly things change. Just last weekend my youngest son was exploring our basement closet and came across a cardboard box with a masking tape label that read “Old Electronics.” We opened it together and found, among other things, a flip phone, a video camera, a small digital camera and of course - my beloved iPod.
- [Great Managers Are Great Coaches Too](https://www.truscore.com/resources/great-managers-great-coaches/): When you train a new employee or mentor a high-achieving team member, you are exercising your coaching skills. Good coaches, like good managers, develop people by providing them with the appropriate resources, training, and assignments. Effective coaches act as mentors to the people they coach, encouraging them to develop new skills and succeed in their careers.
- [How to Develop an Effective Team](https://www.truscore.com/resources/develop-effective-team/): Whether you manage experienced people who only ask you a question occasionally or new hires for whom training takes up much of your day--or a combination of the two extremes--every person is a valuable part of your team. Effective teamwork involves working together to produce an excellent product. In many ways, your job is to be the conductor of your team’s orchestra.
- [Sales Leadership Styles to Learn From](https://www.truscore.com/resources/sales-leadership-styles-to-learn-from/): The world of sales is one fraught with pressure. As a sales manager who manages a large sales team, you probably already understand this. Being from the trenches, you know what it's like for those in sales and the pressures behind it.
- [Book Review: Radical Candor](https://www.truscore.com/resources/book-review-radical-candor/): Radical Candor, by Kim Scott. NY: St. Martin’s Press. 2017. 232 pages.
- [Sure you care, but are you passionate?](https://www.truscore.com/resources/sure-care-passionate/): Are you passionate about your job? Sure, you care about it, you want to make better metrics than last quarter, and you help your team, but are you passionate? Company culture is formed by the attitudes of every single employee in the organization, and it's the managers who set the example. Even a talented team won't give their best work with a sluggish and unmotivated manager. If you really want to boost your efficiency, quality, and performance then make sure you wake up every morning ready to passionately lead your team to victory.
- [Conflict Management](https://www.truscore.com/resources/conflict-management/): Conflict is strange. A few people seem to thrive on it, most people do their best to manage it when it comes up, and a small minority simply avoid it at any cost. Whenever people come together, there will be different points of view, and sometimes these result in conflicts. As a leader, you have your own perception of conflict, and at the same time you have to cope with all of your colleagues’ perceptions. What’s a struggling leader to do?
- [Book Review: Start with Why](https://www.truscore.com/resources/book-review-start-with-why/): Start with Why: How Great Leaders Inspire Everyone to Take Action, by Simon Sinek. (2009). NY: Portfolio/Penguin.
- [The Unique Leadership Style of Theo Epstein](https://www.truscore.com/resources/unique-leadership-style-theo-epstein/): Some people think leadership is all about education. Others think it's all about experience. Most people would agree that leadership is certainly about bot
- [Planning and Collaboration](https://www.truscore.com/resources/planning-and-collaboration/): Successful leaders include their team members, as well as anyone else who will be involved in a project, in the planning for it. By including those people from the beginning, they create greater investment in the goals they want to achieve and the strategies needed to achieve them. They will know, for example, when their timelines are too tight or if they need to provide more resources. If they’re aware of these problems upfront, they will have time to make adjustments and won’t be blindsided when due dates aren’t met or if tasks aren’t accomplished well.
- [Dead-Simple Methods to Stop Workplace Boredom and Increase Productivity](https://www.truscore.com/resources/dead-simple-methods-stop-workplace-boredom-increase-productivity/): Pop quiz: what's the worst possible thing that can happen at your workplace that ISN'T:
- [Problem Solving and Decision Making](https://www.truscore.com/resources/problem-solving-decision-making/): Probably a manager’s biggest responsibility is to solve problems and make decisions. You are likely to do this in some form every day. Maybe a team member calls in sick and you need to apportion that day’s work to others. Or an important engineering process fails and you must decide what to do next. Or your manager has either cut your budget or increased it, and it’s your job to decide where to cut or add. Possibly, on some days, all of the above and more come your way.
- [5 Tips for Maximizing 360 Feedback ROI](https://www.truscore.com/resources/5-tips-maximizing-360-feedback-roi/): 360 Feedback can be effective in assessing leaders on the main tasks for achieving business goals and objectives, exhibiting technical competence as well as developing and articulating a vision. However, the marketplace can be very confusing. Here are five factors to keep in mind for a robust ROI in executing 360 at your company:
- [Top 3 Inspirational Leadership TED Talks](https://www.truscore.com/resources/top-3-inspirational-leadership-ted-talks/): Are you inspiring? You can determine this by how your employees behave. Are they snarky and try only to reach day's end? Do they work slowly and always seem bored and irritated? Did you notice this attitude after you came to the office? If the answer to any of these questions is yes, then you might not be inspiring anyone. As a leader, you need to inspire your subordinates so that they can produce efficiently and effectively.
- [Mapping out Employee Accountability](https://www.truscore.com/resources/mapping-employee-accountability/): Sometimes promoting employee accountability can feel like you are spinning basketballs like the Harlem Globetrotters or juggling a set of clubs like a magician. Every workplace has its challenges and its accomplishments. In order to map out employee accountability everyone has to experience the same vision and understand their role in furthering that mission. There are key qualities you will need as the boss to help your team navigate their full potential. When they perform well you will all achieve.
- [Book Review: First, Break All the Rules](https://www.truscore.com/resources/book-review-first-break-all-the-rules/): First, Break All the Rules: What the World’s Greatest Managers Do Differently, by Gallup (2016). NY: Gallup Press.
- [Innovation and Risk-taking](https://www.truscore.com/resources/innovation-and-risk-taking/): You don’t have to be an Angela Merkel or a Nikola Tesla to make a difference in your organization. Anybody who pays attention can see things that can be improved. Maybe it’s a work process that can be streamlined, or a new customer group that can be approached. Managers who are open to new ideas and are willing to take risks to make things better gain the respect of their team members, are more quickly promoted, and develop a reputation as “go to” people for the development of new ideas.
- [Networking: Still the Gold Standard](https://www.truscore.com/resources/networking-still-gold-standard/): Regardless of the industry, business as usual is speeding up. We are called upon to respond more quickly to more diverse and urgent demands, and we are expected to deliver a higher-quality result. As these new standards become the norm in our professional lives, the value of strong personal networks becomes increasingly clear. Here are 3 ways that effective networking can help you strengthen and deepen your professional influence and performance.
- [Leading When You Don’t Know What Lies Ahead](https://www.truscore.com/resources/leading-dont-know-lies-ahead/): It's right there on your TV, your computer screen and the front page of the newspaper. The world is changing, and it's changing fast. The Cubs even won the World Series! How are we supposed to adapt effectively to all this change and help our teams and organizations navigate into this brave new world? Here are some ways to lead during these uncertain times.
- [Book Review – Real Leadership: 9 Simple Practices for Leading and Living with Purpose](https://www.truscore.com/resources/real-leadership-9-simple-practices-for-leading-and-living-with-purpose/): John Addison demonstrates Southern charm and homespun wisdom in his memoir about his leadership of Primerica during the last decade’s economic downturn. He and his co-CEO managed to keep their financial company from melting down, unlike so many others. Instead, they separated Primerica from the parent company and went public, becoming a major success story.
- [Don’t Fall Into The New Leader Trap](https://www.truscore.com/resources/dont-fall-into-the-new-leader-trap/): You've been promoted! After working hard to master your workload and impress your colleagues with your talent and dedication, you've been tapped to lead a team. Congratulations! Before you leap into your new role, though, take a minute to think about what a big transition this is. You don't want to get off on the wrong foot, right? The impression you make on your staff and on your new peers in your new role is going to form the core of your future effectiveness. Here are 5 mistakes that new leaders make and how to avoid them.
- [Avoid Rater Fatigue in Your 360 Feedback Programs](https://www.truscore.com/resources/avoid-rater-fatigue-in-your-360-feedback-programs/): People are constantly being asked for feedback - from engagement surveys, to 360 feedback, to what type of coffee to stock in the breakroom – and this can take a toll on their willingness to provide feedback. Rater fatigue can lead to unfinished surveys, inconsistent ratings, refusal to provide feedback, and angry raters. If you’re considering any type of 360 Feedback initiative, make sure you’ve removed as many obstacles to providing feedback as possible before assessment invitations are sent.
- [Managing Employees You Can’t See](https://www.truscore.com/resources/managing-employees-you-cant-see/): Walk into any Starbucks or Panera and you will see people working, gazing intently at their laptop screens or talking animatedly on a conference call that no one else can hear. Working remotely--sometimes called telecommuting, teleworking, or working from home--has become enormously popular, and with good reason. It saves organizations the expense of pricey real estate and operating overhead, and it allows employees to work more flexibly, without long hours of commuting.
- [How to Communicate Effectively](https://www.truscore.com/resources/how-to-communicate-effectively/): You’ve probably heard about the magic that is supposed to happen when you practice Management by Walking Around. This is a term coined by management guru Tom Peters in the 1980s when he noticed that good managers communicate a lot better with their teams than do bad, or even average, managers. And they do it in informal ways, like hanging around in the office and chatting with team members instead of having formal interaction sessions in their offices or boardrooms. Strong communication between manager and staff tends to lead to strong productivity.
- [Unleashing the Power of Employees Through Empathy](https://www.truscore.com/resources/unleashing-power-employees-empathy/): When we enter the workplace every morning, we don't check our humanity at the door. Awareness of the psychology of motivation and the role of empathy in effective leadership will help you inspire loyalty and increase your employees' productivity. Understanding the difference between empathy and sympathy boosts your management style to elevate your team's performance.
- [Grace Under Pressure](https://www.truscore.com/resources/grace-under-pressure/): We've all been there. The situation is unexpectedly complex and risky, none of the options look good, and the team is looking at me with big, deer-in-the-headlight eyes while the boss makes it clear that only the Right Decision will be acceptable. I'd be lying if I said my palms don't start to get sweaty just thinking about it. Is it fun? No, it is not. But it is the essence of leadership. Being able to make the best decision using all the available information is what makes a leader great. Being able to make that decision while enlisting full buy-in from all stakeholders is what makes a leader unforgettable. Here are some tips for making tough decisions in a way that you and everyone looking at you can feel good about.
- [Book Review: Bridging the Soft Skills Gap](https://www.truscore.com/resources/book-review-bridging-the-soft-skills-gap/): Bridging the Soft Skills Gap: How to Teach the Missing Basics to Today’s Young Talent, by Bruce Tulgan. 2015. NJ: John Wiley & Sons, Inc.
- [What Are You REALLY Celebrating?](https://www.truscore.com/resources/what-are-you-really-celebrating/): High-fives and victory dances are awesome (especially for uploading to YouTube after one too many celebratory toasts at the all-night company happy hour). But sometimes we need to pause in the midst of the revelry to ask just what it is we're really celebrating. Is it the new contract we just scored with a coveted client? Is it a five percent growth in referrals over last quarter? The chance to finally move up to swankier digs in a downtown high-rise?
- [Using Your Internal Brand to Lead](https://www.truscore.com/resources/using-your-internal-brand-to-lead/): The term "brand" can apply to someone's style of leadership in a given organization. So how do we draw the parallel between the more common and familiar brands, and the way that the term can describe someone's role as a leader in a given business? Read on as we delve into 4 proven ways that you can establish, maintain, and communicate your internal brand as a leader in your organization.
- [You’re Not A Micromanager, Right?](https://www.truscore.com/resources/youre-not-a-micromanager-right/): Micromanaging. Everyone who has ever worked as part of the typical office workforce can attest to at least one boss who was a micromanager. They're dreaded and feared, and when push comes to shove either their people snap or they do.
- [Teach Your Managers the Art of Feedback](https://www.truscore.com/resources/teach-your-managers-the-art-of-feedback/): When an organization introduces a new initiative to train their managers to give feedback, a feeling of dread can often come over those managers who will be taking the training. Anyone who's ever been a manager knows why - very few people are comfortable giving feedback. The good news is, it doesn't have to be that way. Here are four key ingredients to feedback that every manager should know:
- [Book Review: The End of Average](https://www.truscore.com/resources/book-review-the-end-of-average/): Every day we are measured against the yardsticks of averages. The assumption that metrics comparing us to an average—like GPA, personality assessments, standardized test results, and performance review ratings—reveal something meaningful about our potential is so ingrained in our society that we rarely question it. That assumption, says Harvard’s Todd Rose, is spectacularly, and scientifically, wrong.
- [Envisioning Opportunities – A “Keystone” Skill](https://www.truscore.com/resources/envisioning-opportunities-a-keystone-skill/): The skill set of a good leader must be both wide and deep. Some skills are innate, and others are learned and developed. Remember television's popular boss, Michael Scott? His skill set was thin and shallow. As much as we loved him, he would have scored pond scum low on any leadership competency test.
- [Improve Performance Through Ownership](https://www.truscore.com/resources/improve-performance-through-ownership/): What is an employee? In the days when people were bound to a company or a household for life, an employee was part of a family. Now that jobs have become more transitory, employment has become riskier, it becomes harder for employees to feel part of a fabric. Employment has become "a contract where work is paid for, where one is the employer and the other is the employee."
- [Book Review: The Right Kind of Crazy](https://www.truscore.com/resources/book-review-right-kind-crazy/): Adam Steltzner, an engineer at the Jet Propulsion Laboratory, led the team that landed the Curiosity on Mars in 2012. Curiosity is a 2,000 pound, $2.5 billion, car-sized robotic rover that is exploring Gale Crater as part of NASA's Mars Science Laboratory mission. Landing the rover on Mars required ten years of effort and thousands of people working in close teams. This is the story of that effort, as well as Steltzner’s personal story of how being curious led him to become the point-person for the design of this amazing craft.
- [Leadership Style of Jen-Hsun Huang: Failing Forward](https://www.truscore.com/resources/leadership-style-of-jen-hsun-huang-failing-forward/): Jen-Hsun Huang is one of the most interesting CEOs of today. His leadership style is often overlooked in favor of more public CEOs such as Jeff Bezos (Amazon) and Tony Hsieh (Zappos). Huang's leadership style is about personal authenticity and intellectual honesty. He does not embrace the traditional model of "acting like a CEO". He embraces a humility that is brilliant in its confidence.
- [5 Tips to Work Smarter, Not Harder](https://www.truscore.com/resources/5-tips-to-work-smarter-not-harder/): The pace of life and business increases on a daily basis. If you feel like you are on the move from the time you wake up until bedtime, you're not alone. Yes, you can use your computer, smartphone or another device to organize your day. To get the most out of your day, it is still important to practice proper time management at work.
- [Two keys to achieving trust and accountability in the workplace](https://www.truscore.com/resources/two-keys-achieving-trust-accountability-workplace/): Surround. Delegate. Don't interfere. If your employees were honest, is this how they would describe your management style? Or would they say that you hover and micromanage?
- [5 Tips to Avoid Summer Slow-Down At Work](https://www.truscore.com/resources/5-tips-to-avoid-summer-slow-down-at-work/): Author and philosopher Sam Keen said, "Deep summer is when laziness finds respectability." That's true for beach-going and fishing, but leading a business or team of employees requires productivity year-round. Here are five tips to avoid summer slow-down at work.
- [Grit and Bear it for Success: How Sticking With It Pays Off](https://www.truscore.com/resources/grit-and-bear-it-for-success/): If you are reading about business these days, you have more than likely read about Angela Duckworth, Ph.D., who continues to study the value of "grit": what it is, who has it, and what you can do to cultivate it for yourself or encourage it in your work groups. Duckworth's recent book, Grit, and TED talk on the subject have sparked a large conversation about how to predict success over the long term.
- [Book Review: Grit to Great](https://www.truscore.com/resources/book-review-grit-to-great/): I was initially put off by the title of this book, because I loved “Good to Great” by Jim Collins, and this seemed to be an attempt to capitalize on the popularity of Collins’ book. But, after a few pages, I realized this book is about individual success rather than organizational success. GRIT is an acronym for guts, resilience, initiative, and tenacity. In other words, people who work hard and don’t give up will eventually succeed.
- [Inspiring Creativity with Transformational Leadership](https://www.truscore.com/resources/inspiring-creativity-transformational-leadership/): Here you are, you've made it. A leadership role at an innovation powerhouse. You've put major sweat-equity into vetting and hiring the best employees to not only grow your business, but to also make your company a household name.
- [Get More from a Slow and Simple Work Life](https://www.truscore.com/resources/get-more-from-slow-simple-work-life/): Your FitBit wakes you up at 5:30am. You grab the remote with one hand and your phone with the other. Simultaneously you are watching the news and checking Twitter. Then you switch the TV to ESPN and your phone to email. Quickly you respond to the most urgent items, then turn on Spotify to listen to music as you jump in the shower. During your shower you hear 3 different types of notifications, which you check as you get dressed. Within a few minutes you're out the door, listening to your favorite podcast on your satellite radio in the car. While you sit in the Starbucks drive-thru, you look at your online calendar for the day's appointments, then pay for your coffee with your phone. You walk into the office and your FitBit vibrates to alert that you've hit 1,000 steps. It's 7:30am.
- [Is Execution More Important Than Planning?](https://www.truscore.com/resources/execution-more-important-than-planning/): There has been much written about how important execution is to whether a company thrives; however, superstar team leaders know that strategic planning is every bit as important, and that planning before executing is one of the ultimate keys to success! This video illustrates the concept of planning before executing brilliantly.
- [Turning Leaders into Powerful Mentors](https://www.truscore.com/resources/turning-leaders-into-powerful-mentors/): I’d grab my notebook, dash out of the office bounce up the stairs, and enter the hall where my mentor’s office was. I’d walk in the office saying “Hi Linda,” and prepare for my one hour of enlightenment. We talked about the inner workings of the organization, what she had learned about working with one particularly difficult stakeholder, and how I might better handle a performance issue on my team. We met bimonthly until we started running out of topics. Then one of us would cancel the meeting because of more urgent priorities. Pretty soon the mentoring unintentionally faded away. The arrangement had been helpful, but not powerful.

## Pages
- [360 Degree Feedback Answer Center](https://www.truscore.com/360-feedback-answer-center/): Keep the tone warm and professional. Remind raters that honest, behavioral feedback is a genuine gift to the person being assessed.
- [Protected: Trust Center](https://www.truscore.com/trust-center/): How we collect and handle data
- [frequently asked questions (faq)](https://www.truscore.com/faqs/): Answers to your top questions about 360 feedback and assessment hosting
- [Truscore Turn Managers Into Leader Coaches eBook](https://www.truscore.com/truscore-turn-managers-into-leader-coaches-ebook/): Did you know that Gallup says managers account for 70% of the variance in employee experience? Make sure you're investing in the leaders of your organization today. Fill out the form to download your e-book.
- [Blog Front Page](https://www.truscore.com/resources/): Insights on 360° feedback and leadership development
- [request a demo](https://www.truscore.com/request-a-demo/): Experience our assessment platform in action
- [client login](https://www.truscore.com/client-login/): Log in to one of our applications
- [contact us](https://www.truscore.com/contact-us/): Let's discuss your needs and if we're a good fit
- [terms](https://www.truscore.com/privacy-policy/): How we collect and handle data
- [blog](https://www.truscore.com/blog/): Custom or turn-key 360 assessments built on over 50 years of expertise.
- [Assessment Hosting](https://www.truscore.com/assessment-hosting/): Deploy, scale, and manage your proprietary assessments
- [360 feedback coaching](https://www.truscore.com/360-feedback-coaching/): 360-Feedback Coaching helps your leaders translate insights into measurable growth. With certified coaches, participants move beyond the emotional noise of feedback to see results in the right role and organizational context. Coaches serve as thought partners, helping leaders prioritize, navigate challenges, and create actionable plans that drive performance, self-awareness, and lasting change.
- [partners](https://www.truscore.com/partners/): Add validated, high-impact, 360 assessment solutions to your practice
- [360 Degree Assessments](https://www.truscore.com/360-degree-assessments/): Brief summaries shared with supervisors to highlight key development areas identified through 360 degree assessments.
- [360 feedback software](https://www.truscore.com/360-feedback-software/): Focus on what you do best, while entrusting us with the technology details
- [about](https://www.truscore.com/about/): What we do and the people behind it
- [home](https://www.truscore.com/): Whether you utilize our assessments or your own, our platform and experienced team are here to support your talent strategy.

## Content Blocks
- [Resources Menu](https://www.truscore.com/ct_content_block/resources-menu/): BLOG
- [Contact-Us-Form](https://www.truscore.com/ct_content_block/contact-us-2/): A valid email is required in order to receive the samples.
- [Solutions Menu](https://www.truscore.com/ct_content_block/solutions-menu/): OUR 360 DEGREE ASSESSMENTS
- [Report-Samples-Form](https://www.truscore.com/ct_content_block/report-samples-form/): A valid email is required in order to receive the samples.
- [Blog-Title](https://www.truscore.com/ct_content_block/blog-title/): Insights on 360° feedback and leadership development
- [Footer Menu](https://www.truscore.com/ct_content_block/footer-menu/): SOLUTIONS FEATURES
- [Bio-Scanner](https://www.truscore.com/ct_content_block/bio-derek-4-3-2-2-2-2-2-2-2-2-2/): SCANNER FREEMONT / Data Analyst
- [Bio-Ron](https://www.truscore.com/ct_content_block/bio-derek-4-3-2-2-2-2-2-2-2-2/): RON SACCHI / Master Coach
- [Bio-Connolly](https://www.truscore.com/ct_content_block/bio-derek-4-3-2-2-2-2-2-2-2/): PAUL CONNOLLY, PH.D. / Assessment Expert
- [Bio-Chuck](https://www.truscore.com/ct_content_block/bio-derek-4-3-2-2-2-2-2-2/): DR CHUCK MELTZER / Master Coach
- [Bio-Erin](https://www.truscore.com/ct_content_block/bio-derek-4-3-2-2-2-2-2/): ERIN HIRSCHLAND / Master Coach
- [Bio-Sonya](https://www.truscore.com/ct_content_block/bio-derek-4-3-2-2-2-2/): SONYA D HAMILTON / Senior Assessment Consultant
- [Bio-Kayley](https://www.truscore.com/ct_content_block/bio-derek-4-3-2-2-2/): KAYLEY MOTZ / Assessment Advisor
- [Bio-Crystal](https://www.truscore.com/ct_content_block/bio-derek-4-3-2-2/): CRYSTAL HUGHES / Assessment Advisor
- [Bio-Ellie](https://www.truscore.com/ct_content_block/bio-derek-4-3-2/): ELLIE SOLOMON / Assessment Advisor
- [Bio-Ulla](https://www.truscore.com/ct_content_block/bio-derek-4-2-2/): ULLA WESTERMANN / Software Engineer
- [Bio-Hank](https://www.truscore.com/ct_content_block/bio-derek-4-3/): HANK CURTIS / Business Development Manager
- [Bio-Taylor](https://www.truscore.com/ct_content_block/bio-derek-4-2/): TAYLOR BRANTON / Bookkeeper
- [Bio-Kurt](https://www.truscore.com/ct_content_block/bio-derek-4/): KURT BLAZEK / Design Director
- [Bio-Josh](https://www.truscore.com/ct_content_block/bio-derek-3/): JOSH SHEETS / Chief Operations Officer
- [Bio-Tom](https://www.truscore.com/ct_content_block/bio-derek-2/): TOM KUHNE / Managing Partner and CTO
- [Bio-Derek](https://www.truscore.com/ct_content_block/bio-derek/): DEREK MURPHY / Chief Executive Officer