I'm sure many of you have wanted to use the F-Word recently, maybe even today, but instead bit your tongue. It wasn't the right time.

Maybe you wanted to say the F-Word in a meeting with one of your team members, but you didn't know how they'd interpret it.

Maybe you've been eager to bring up the F-Word on a call with your own manager, but you weren't sure how to articulate it properly.

Maybe someone even used the F-Word with you today and you're not totally sure how to receive it.

The truth is, the more we use the F-Word at work, the easier it becomes for us to use and receive. The more we start to focus on the intention behind using it, the less emphasis we put on the idea of the word, feedback, itself.

Did you know: The result of managers providing little or no feedback to their team results in 4 out of 10 workers being actively disengaged.

                                                        - Humi, 2022

So what happens when our team is disengaged?

• Loss of productivity
• Unclear expectations & uncorrected mistakes that quickly become habitual
• Low morale & high-turnover
• And dare I say..."quiet quitting"

So how do we proactively avoid disengagement? An easy-to-implement solution is to D.U.S.T. your team with feedback, both positively and constructively.

Think of D.U.S.T.-ing as the mountain below.

There's enough 'dusting' on the peak to enjoy and experience, yet still allows you to navigate your way on and off the mountain.

Now imagine the mountain was covered in snow. No longer a dusting but a blizzard. This bombardment of snow hinders visibility, disorients, and limits movement on and off the mountain.

The same concept applies when we're providing feedback to our teams. Feedback should be intentional and frequent enough to notice but not so frequent or complex that our teams are blinded, disoriented, or have difficulty navigating the path forward.

When we can build cultures of bi-directional, frequent, informal feedback, we can solve problems faster, collaborate easier and remove any surprises when it comes time for "the annual performance review."

Along with understanding the correct amount of feedback to provide so as not to over or under-manage, our D.U.S.T.-ing must also be:

• Direct
• Useful
• Specific
• and Timely

In the past 3 years, I have trained and/or mentored 597 mid-level leaders on skills relating to relationship management and communication through my hallmark S.P.A.R.K. Leadership Training.

Every graduated cohort has had its own struggles with providing effective feedback, but after learning about and practicing their D.U.S.T.-ing alongside peers, leaders are able to deliver feedback with more confidence and get immediate, improved results from their teams!

This desire for tools to provide effective feedback is why I'm launching an in-depth live week-long cohort-based course all about Using the 'F Word' at Work so that you, too, can gain the same immediate results!

After the course, you'll be able to:

• Provide feedback that motivates vs. deflates
• Get better buy-in and responses from your team
• Have your feedback land the first time, without having to repeat yourself
• Practice your skills in a safe environment with a group of leaders just like you
• Cultivate relationships that provide frequent, two-way feedback

📣 The next cohort will launch at the beginning of November and run for one week on Monday, Wednesday & Friday. Spots will be limited to foster a collaborative learning experience!

👉 Sign up here, https://forms.gle/DZdzcgHuEUGArwUa8 to be added to the waitlist and first to know when registration opens up.

Feel free to DM me with questions or to book a call and learn more!