Member Since: 15th Apr 2008
Everyone’s looking for a way to build a thriving and enjoyable workplace, where employees are engaged, fulfilled and committed. There isn’t one magic answer, but I believe strongly in the power of communication, and specifically, feedback.
I work with my team – alongside our client organisations – to put in place the mindsets, habits and processes that create a workplace culture of feedback. We do this through training, consulting, advising and implementing 360 Degree Feedback programmes that are customised to each organisation’s business goals and values.
Building a culture of feedback happens when feedback becomes ‘the way we do things around here’. Most people spend most of their time at work, whether at home or in the office; our goal is to help build Better Workplaces through Feedback Culture.
Since the early 2000s, I've worked with over 200 organisations, supporting them with feedback for employees, teams, managers and leaders. Projects have included 360 Degree feedback design for performance, development, talent identification and succession planning. My background in Learning and Development has helped me to understand our clients' needs, and I have learned so much from them. For me, our clients are our heroes!
Senior Consultant & CEO Track Surveys
21st Oct 2009
Yes, agreed - there's a balance somewhere between healthy self-belief and unhealthy self-delusion...X-Factor and Apprentice are good examples of the latter!
But then some would say that the really successful (as defined by Bill Gates, Dragons Den people etc) are those who have erased all self-doubt and are thus totally focused on their goal.....?? Where's the line and how do we recognise it?
10th Sep 2009
Thanks for you response, and your comment about challenging underlying assumptions of how women should behave and perform. It really made me stop and think.
Do you think that men are also judged in certain ways and that assumptions are made about them too? I guess we all suffer (some groups more than others) from others' stereotypes of us, and their expectations.
I also think that a 360 Degree Feedback could be an excellent tool for challenging the stereotypes and expectations by asking questions and pointing to leadership behaviours that are desired and desirable for both women and men, and that are not aligned to the traditional male-oriented leadership profile.
I'm certainly going to go away and review some of our work in this new light - thanks again for the comment.