Encouraging Positive Feedback

Early in my facilitation career, I made a big mistake. Spent hours crafting engaging activities and perfecting every little detail… Thinking that amazing learning design is what would make my workshops stand out and get me rehired. Some went great. Some bombed. You know the ones, sessions where: - One participant dominated the conversation. - People quietly disengaged, barely participating. - half the group visibly frustrated but not saying anything. I would push through, hoping things would course-correct. But by the end, it was a bit… meh. I knew my learning design was great so... What was I missing? Why the inconsistency between sessions? 💡I relied too much on implicit agreements. I realised that I either skipped or rushed the 'working agreements'. Treating it like a 'tick' box exercise. And it's here I needed to invest more time Other names for this: Contract, Culture or Design Alliance, etc... Now, I never start a session without setting a working agreement. And the longer I'm with the group, the longer I spend on it. 25 years of doing this. Here are my go-to Qs: 🔹 What would make this session a valuable use of your time? → This sets the north star. It ensures participants express their needs, not just my agenda. 🔹 What atmosphere do we want to create? → This sets the mood. Do they want an energising space? A reflective one? Let them decide. 🔹 What behaviours will support this? → This makes things concrete. It turns abstract hopes into tangible agreements. 🔹 How do we want to handle disagreement? → This makes it practical. Conflict isn’t the problem—how we navigate it is. ... The result? - More engaged participants. - Smoother facilitation. - Ultimately, a reputation as the go-to person for high-impact sessions. You probably already know this. But if things don't go smoothly in your session. Might be worth investing a bit more time at the start to prevent problems later on. Great facilitation doesn't just happen, It's intentional, and it's designed. ~~ ♻️ Share if this is a useful reminder ✍️ Have you ever used a working agreement in your workshops? What’s one question you always ask? Drop it in the comments!

💎 How To Track Your Impact (+ free Notion templates). How to document your small and big wins, visualize your work and the incredible impact you've made ↓ We often assume that good work speaks for itself. If we just work hard enough, our work will get noticed and we will be elevated across our career ladder. Yet more often than not, your achievements will get lost somewhere between reorg efforts, new priorities, abandoned initiatives and urgent deadlines. Managers change all the time. You might have a strong relationship with your manager already, but never get a chance to move up the ladder because they have already moved to another team. A new manager, despite all your efforts, often won’t be able to promote you as an internal policy might block any new promotions in their first 6 or 12 months. So you’ll have to start over again. A good way to push back is to have a “brag document” — a running document that lists your small and big achievements, feedback from your managers and colleagues, screenshots of your appraisals and recommendations, along with lessons you’ve learned. It also builds confidence in your abilities and helps you better see your career trajectory. Useful things to include: 🧠 New skills you’ve learned 🏅 New certificates you’ve acquired ⏱️ Impactful projects you’ve leaunched 🧪 Experiments or A/B tests you’ve initiated 🧭 Product metrics you’ve moved 👋 Onboarding sessions you helped with 🚀 Changes you’ve initiated 🗣️ Workshops you’ve conducted 🧑🏫 Mentoring sessions you’ve coached 🌟 Endorsements you’ve received 🤝 Collaboration wins across departments 🧹 How you’ve dealt with design debt 📦 Successful scoping and getting buy-in 🛠️ Tools or systems you’ve introduced 🔧 Bugs or issues you proactively resolved 📣 Coordinating communication in teams 🔮 Lessons you’ve learned 🧯 Conflicts you’ve resolved There are plenty of things that can go in such a document. Typically it’s a simple Notion page or a Google Doc that you set up once and keep updating regularly. One useful habit that can help there is to always update the document after a retrospective session with your team and around a month later. The reason for that is that you’ll need to accumulate and add concrete evidence and results of the impact of your work. Typically business metrics are lagging metrics, so it will take a while until you get some results. One word of caution: it doesn’t work well if you update in huge and bulky batches as memories become a bit blurry and details get lost. Also, don’t think just about the design work — work also happens outside of the design work as we saw in the list above. Also, as Stephen Kernan noted once, whenever possible, try linking your accomplishments to the career ladder one level above your current role. If you can prove that you’ve been performing at the next level for past 3-6 months, you will make the case for your promotion strong and more obvious. (Useful templates in the comments below ↓)

Good: → "Thanks for the feedback." Better: → "Thanks for pointing that out. I'll try to do better next time." Best: → "I appreciate you taking the time to provide constructive feedback on my presentation style. I understand your point about pacing & will consciously work on varying my speed in the future." Next level: → "I actively solicit feedback after each presentation. I've found that asking specific questions like, "What was the most impactful part of the presentation?" or "What could have been clearer?" yields the most actionable insights. I then meticulously track & analyze this feedback to identify patterns and areas for consistent improvement." Reality: → "Sometimes, feedback stings. It's easy to get defensive, especially when you're passionate about your work. The reality is, even the harshest feedback often contains a kernel of truth. The key is to separate the message from the delivery, focus on the intent, and identify actionable steps for growth. Remember, feedback is a gift, even when wrapped in prickly paper." Accepting feedback takes practice sometimes. Have you ever felt stung by a constructive feedback? Share your stories before.

📣Annual review season is here—and if you don’t advocate for yourself, who will? Your achievements deserve the spotlight, and the best way to get ahead is to come prepared. Here’s my tried-and-true framework for making your annual review rock: 1️⃣ Collect Your Kudos: Keep a file of positive feedback—emails, notes, or messages from colleagues and clients. These stories showcase your impact on others and your ability to collaborate. 2️⃣ Quantify Your Value: Track your contributions with clear, data-driven results. What projects did you move forward? Where did you save time, money, or resources? Bring specifics. 3️⃣ Highlight Your Growth: Document ways you’ve stretched beyond your comfort zone. What new skills have you learned? How have you contributed to the bigger picture? 🙌 Pro tip: Tie everything together with a clear theme. For example: - “This year, I thrived in ambiguous situations by…” - “I expanded my skill set by…” Let AI help you organize your bullet points and craft a compelling narrative. Do your homework, and don’t be afraid to promote yourself! #CareerDevelopment #PerformanceReview #PersonalBranding

Although 75% of employees recognise the value of frequent feedback, only 30% receive it. Feedback serves as the cornerstone for personal and professional development. It polishes our strengths, hones our weaknesses, and ultimately shapes us into well-rounded individuals. However, the key lies not just in receiving feedback but in actively soliciting it. The manner of requesting feedback significantly influences the response.  Unsolicited feedback, often delivered in moments of anger or extreme elation, can be skewed. Formal feedback sessions conducted with a growth mindset offer a more balanced perspective. The good news? A staggering 83% of employees welcome all forms of feedback, positive or negative. Those who actively seek feedback demonstrate a genuine commitment to self-improvement and transformation. Effective feedback hinges on a foundation of open-mindedness. Counterproductive exchanges can arise from a defensive posture. By fostering a receptive environment, we pave the way for constructive criticism that fosters genuine growth. Specificity is paramount. Don't settle for generic comments. If you're aiming to refine your people management skills, for instance, target your request: "How can I improve my people management, particularly within my team?" The feedback loop doesn't end there. After receiving insights, actively work on improvement. Seek ongoing guidance: "I'm committed to developing my people management skills. Please keep an eye on my progress and offer further feedback." Meaningful feedback, delivered and received with intentionality, is the catalyst for transformative growth. By mastering the art of soliciting and utilising feedback, we maximise our full potential, both personally and professionally. #feedback #growth #transformation #personaldevelopment #LeadwithRajeev #leadership

One of my team members has been looking sad for the last two days. She was facing unexpected personal challenges but hesitated to share her issues with the manager, fearing it might affect her professional life. Upon sensing this, I approached her. After a moment of hesitation, she opened up about the challenging situation at home – her spouse battling health recovery issues and undergoing treatment for two months, along with the responsibility of caring for the kids and managing household affairs. I completely understood her concern and responded with immense compassion and understanding. Recognizing the importance of a supportive work environment, we provided her with a two-month work-from-home arrangement, offering the flexibility needed to navigate the challenging period. This decision immediately relieved her stress, allowing her to balance personal responsibilities while continuing to contribute to the team. After a month, she managed to fulfill both personal and professional duties with gratitude in her heart. We should acknowledge that a company's culture must reflect empathy and support. Apart from policies, there must be a human touch that makes all the difference. Dear Professionals, If you are encountering any problems, do share them with your manager. Most of the time, they do support you. And if you can’t tell your problems to your manager, you might be working in a toxic environment...!! Agree? #WorkEnvironment #TeamLeadership #Motivation"

MYTH: To be charismatic, you have to be the one talking. FACT: We’ve found that 1 simple listening technique makes people speak 67% longer - and it's something introverts naturally excel at: For context, there's a pervasive myth about charisma: that to be charismatic, you must be: - bubbly, - extroverted, - the life of the party. That's certainly one flavor of charisma. But there's another equally powerful type: Being an excellent listener. In fact, quiet, contemplative introverts can be incredibly charismatic - they just use different tools. Instead of hand gestures and animated speaking, they deploy what I call "nonverbal warmth cues." These are subtle signals that say to the speaker: - Tell me more. - I am deeply with you.  - I want you to keep going. Here are the 3 most powerful cues we’ve found: 1. The ‘Triple Nod’ Use a slow, deliberate triple nod when someone is speaking. This simple cue makes people speak 67% longer in our research. It's like a nonverbal "dot dot dot" that creates a safe space amd encourages them to continue. 2. Keep Your Hands Still But Visible This could be in a "steeple" position with fingertips touching (a subtle power pose) or simply at rest on the table. This posture signals that you're fully present and attentive rather than distracted or fidgeting. 3. The ‘Lower Lid Flex’ A slight squint that shows you're focusing intensely. This facial expression actually reduces light entering your eye to help see detail. Across cultures, it signals deep attention and interest. When you squint slightly, you're communicating "I'm trying to catch every detail of what you're saying." The beauty of charismatic listening is that it doesn't require performing or being someone you're not. It simply uses your natural ability to focus and connect. So embrace your listening superpower. Often, the most charismatic person isn't the one talking - it's the one making others feel heard.

£11k to £25k. That’s how much it costs to replace an employee in the UK. Still relying on exit interviews? You’re already paying the price. By the time someone hands in their notice, the damage is done. And it’s costing you more than you think. High turnover is a talent problem, and a financial one. The best way to retain your people? Act before the resignation letter lands on your desk. At Plumm, I’ve seen firsthand how a proactive feedback culture transforms teams. It’s about listening before it’s too late, fostering trust, and showing employees they matter. Why proactive feedback matters? - Catch problems early Regular check-ins help spot issues before they escalate into costly resignations. - Foster growth People stay where they feel valued. Feedback should drive development, not just reviews. - Build trust Open conversations strengthen relationships, increasing retention. How to get it right? ↳ Make one-on-ones count Go beyond projects. Talk about goals, challenges, and aspirations. ↳ Open up feedback channels Surveys, digital tools, or just creating space to speak up. ↳ Celebrate wins Consistent recognition boosts morale and retention. ↳ Encourage two-way conversations Ask for feedback on leadership. It builds mutual respect. ↳ Act on feedback Nothing kills trust faster than ignored input. Show employees their voice matters. Exit interviews explain why someone left. Proactive feedback helps you keep them. High turnover is expensive. A feedback culture protects your bottom line and keeps your best people. PS: How are you making sure your employees feel heard?

I recently received a touching compliment from a work mentor that made me reflect on the significance of creating safe spaces for others in our professional and personal lives. She said, "There is a grace and peace over you… that draws many to you from different spheres. You have created a safe place for people to connect. There will be much fruit from all you have sown over the years. Get ready my dear friend." I was surprised and deeply touched by her kind words - it opened my eyes to how this quality has contributed significantly to the rapid growth of our work recently. I didn’t understand its potent power until this week! It made me realize that I have worked hard to create safe, respectful places for others for years – probably because I've experienced the challenges in many toxic and treacherous offices. These have motivated me to abide by the golden rule: Treat others as you would like to be treated. By no means am I saying I’m a saint. I can be direct at times and when I get mad, I can be downright scary. But being a safe person means that I strive to forgive and humble myself and reconcile immediately if I offend anyone. And by safe space, I mean an environment where individuals can freely voice their ideas, ask questions and be free of anxiety when they make mistakes. My personal mission has become centred on cultivating safe spaces where people feel respected and can express themselves without fear of judgment or getting stabbed in the front or back. All to help them reach their full potential. Creating a safe harbour involves physical security as well as emotional, psychological and spiritual safety. It's crucial for individual well-being and enhances collaboration, productivity and innovation. In my new work role, I believe that offering a safe space has been my secret sauce for successfully meeting new contacts and re-connecting with countless people in my networks over the years to do business together. Here are some tips for creating safe spaces: 1. Self-reflection: begin by considering becoming more trustworthy and safe. Ask others for honest feedback on areas where you can improve 2. Cultivate empathy: take time to listen and acknowledge your colleagues' experiences and emotions, showing them respect and their voices are valued 3. Establish clear communication channels: encourage open communication and idea-sharing without fear of repercussion 4. Lead by example: demonstrate vulnerability and authenticity as a principled leader 5. Promote diversity and inclusion: ensure everyone feels represented and empowered to share their unique views and talents Maya Angelou said, "I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel" Remember, investing in safety at work is investing in the success of your team and your organization. Do you have any tips to share? Follow Zab Capital Holdings #Befearless #familyoffices #privateequity

Sharing an approach I’ll be using to kick off the facilitation of an HSE Leaders Forum tomorrow that I hope others might find valuable. Instead of starting with the usual introductions (name, job role etc), I want to focus on the reason we are there: discussing innovative ways to solve the challenges participants are facing in their workplaces or industries. Each participant will introduce themselves by sharing a challenge framed as a "How Might We?" (HMW) statement. This simple method encourages participants to: 1️⃣ Clarify the Challenge: Turning a health and safety challenge into an opportunity helps focus the conversation on possibility. 2️⃣ Spark Collaboration: Open-ended, opportunity-focused challenges invite diverse perspectives and ideas. 3️⃣ Create Immediate Value: Sharing key challenges helps everyone see where they can contribute and connect meaningfully - on the things that matter. "How might we better communicate critical risk management expectations with subcontractors?" "How might we reduce working at height activities in our business?" "How might we assure critical risk controls in real-time?" I’ve found this approach aligns discussions with what really matters, and leaves participants with actionable insights. If you’re planning a collaborative session, this could be a great way to shift from introductions to impactful conversations right from the start. Feel free to adapt this for your own forums or workshops; I’d love to hear how it works for you and if you have any other facilitation tips. #SafetyTech #SafetyInnovation #Facilitation #Learning