How To Give Valuable #Feedback


Effective Feedback Matters (picture credit Pexels dot com)


Any time I’ve visited people in hospital I’ve been impressed by the attention medics pay to people in their care.


Teams of doctors, nurses, paramedics, physios, dietitians, care assistants, cleaners and the rest all working together to deliver their part of a bigger goal – to help their patients.


How Do You Show Your Appreciation?


It seems to me a lot of people do great work without expecting thanks for their efforts (pro tip, a box of chocolates and a timely thank you note for the specific type of result goes down well). But I think everyone likes to feel their efforts are appreciated when they are above and beyond the call of duty. Which leads me to ask two questions:


How do you say ‘thank you’ to your team / colleagues / clients when praise is well earned? What are the consequences on morale and productivity of leaving gratitude unsaid?


If you have a successful strategy for putting smiles on face feel free to share it here, it is bound to be useful to others. Also, if this post has inspired you to show your appreciation in a professional or personal context feel free to Like and Share it.


Thank you for reading this post and have a great day.

Goals 2014: 3 Questions To Help You Get The Leadership And Management You Deserve

What Connections Do Leaders And Managers Inspire?

What Connections Do Leaders And Managers Inspire?

How confident are you about the effectiveness of your organisation’s senior leadership? What rating would you attach to your manager’s skills?

I ask as an article by Liz Ryan for Forbes online concerning Bad Managers has triggered my post (there are other Liz Ryan articles on LinkedIn ).

I had the privilege last week of sitting in on an Enterprise Nation Webinar, at which serial entrepreneur Doug Richard talked about the goal of Improving Leadership and Management.  My favourite quote from that conversation is shown above.  The post Liz wrote reminds me that Bad Managers leave a trail of angry and demotivated employees in their wake.  The Bad Manager helps create disengagement and they are a liability to their team and their employer.

One of the least inspiring managers I ever worked for had two operating modes. One with senior colleagues, involved smiling and kissing up. Mode Two, with team members, involved micro managing and being divisive. I remember once mentioning some of the valuable lessons I’d learned from my degree course and the Manager’s response was a classic: “Oh, you have a degree. That does surprise me!”

Needless to say I was never happier than when I left that part of the organisation.  I wasn’t the only one.  Effective management binds teams together and adds value to the connections between team members.  Bad management sows the seeds of disruption.  The manager I encountered clearly needed support to improve their practice. I only hope that they received it, before their behaviour triggered a complaint.

Here are 3 questions for your consideration this week:

  • How content are you that your job goals are being supported by your current management?
  • How congruent are your values with those of the organisational leaders who have the most influence on your work?
  • What actions will you to take this week because of your answers to the 2 preceding questions?

Feel free to look at the further ideas relating to your work and life goals in the Archive section here, on Facebook and Google+ too.  Or you can always View Roger Dennison’s profile


Goals 2014: 3 key questions to help you get more from your networks

How is your job treating you at the moment?

Do you ever feel like your job skills are not being fully engaged?  Perhaps you are stuck in a dead-end post which does not help you meet your career development goals?  Or maybe your manager is not sufficiently interested in allowing your career to flourish?  Stressful isn’t it?

You probably want to do more to have your needs met.  The good news is that there are actions you can take, if the situations I described ring bells with you.

It doesn’t matter if you are in the US, the UK, the EU or further afield.  Your situation will improve if you are able to network effectively with peers, mentors, friends who can support your growth and whose growth you can also nurture.

Your three key questions

My experience suggests the basis of your action plan will flow from the following questions:

  • What precise outcome do you want from the professional people who will help you achieve your career goals?
  • In what way do you want your social network to provide you with more support?
  • As you take action on your own behalf what contribution will you make to the development of the people around you?

Your next step is to write down your responses, refine them, and fix a time to start your programme of action on the most important area on your list.

If you would like to see these principles at work, take a look at the link contained in the tweet below.  It sets out advice to an underemployed jobholder who wants their job satisfaction goal to be fulfilled.   Remember, taking action increases the likelihood your goals will be achieved; coaching support makes that outcome even more likely.

What’s your self-development goal this spring?  Check out the Archive at for some inspiration.  There are more ideas On Facebook and Google+ too