Clear Views Blog

Insights and strategies around creating cultures of engagement

The Power of 2 Plus 2 for Feedback and Feedforward

We recently facilitated a one-day program called Great Leader for the VPs at one of our long-standing clients. The EVP who kicked off the session stood humbly in front of the class of ambitious leaders and shared his “ah-ha” moment that occurred several years earlier:

"Of the many effective frameworks the Clearwater team will share with you today, the tool called 2 Plus 2 changed my life."

Conni Todd and I were co-facilitating the session - we both sat straight up when we heard that. The EVP had not been prepped by us - this was completely and genuinely his own testimonial. 

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The Future of Performance Management & Continuous Feedback


Clearly one of the greatest gifts for any senior leader is that of time, especially time with peers. Time to confide in each other, to share insights and challenges, to understand they are not alone. 

That is one of the greatest gifts of Clearwater Consulting's quarterly Senior Executive Leadership Forum breakfast on hot topics and disruptors. 
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Are these some of the reasons you give no feedback to your staff or peers or manager?

 

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The Top Organizational Challenges

What are your organization’s biggest challenges this year regarding talent? This and two other short questions are part of our new survey and we need your input! We are asking our readers to provide their opinion on topics of interest and challenges. Now that the year is half over, it’s the perfect time to identify what situations you are facing.

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HR Leaders: Does Your Culture Offer Feedback That Gets Results?

"Feedback is a gift. Ideas are the currency of our next success. Let people see you value both feedback and ideas." - Jim Trinka and Les Wallace

We were recently asked by an SVP of HR to help bring a feedback program inside a growing technology company. This HR executive was tired of having people leave because they didn't really know where they stood, or depart because they simply never heard anything positive about their performance. She knew feedback could be a tool that motivated and developed others. She was focused on 3 key things:

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