Once you let feedback loose in an organisation there is a period where people are trying it on, getting used to it and seeing if everyone else is buying in just as much as them. In the early stages feedback can often be poorly done: too lengthy, softened too much in order to not offend, poorly timed, poorly delivered, emotionally delivered, and a whole host of other accidental failures. If you want feedback to thrive then you need to look beyond the early difficulties and encourage the good use and practice of feedback because, like anything else, it takes a bit of practice particular in the organisational setting where there are so many pitfalls.
Jason was at his wits end! What was up with this guy coming into his house and taking food out of his fridge? He’s friendly enough, he smiles and makes conversation on his way through the house – but really? But it seems he thinks that it’s his right to stroll in and make himself… Read more
This article explains the positive impact a chance to LCHF (Low Carb Healthy Fat) nutrition has had on clarity of thinking and energy levels
360 feedback has now been around for many years and as coaches it is a ripe tool for development conversations. Or at least it should be if used well. However there are some problems with 360 tools that I believe can easily be rectified with a few mindset changes amongst users. In this article, I’m… Read more
For years women have kept their heads down and played by the rules. We’ve been certain that with enough hard work, our natural talents would be recognised and we would be rewarded. We’ve made undeniable progress and yet, as we’ve worked, ever diligent, the men around us continue to get promoted faster, paid more and… Read more