Look at your eyes closely now. You want to create balance. Not every eye will look best with typical medium color on lid, darkest in crease and highlighter on brow. Again, look at your eye shape, what needs brought forth (light), and what needs to recede (dark). A person with deep-set eyes for example will do best with a light to medium shade on their lid, lightest side in their crease, and a medium shade on their brow bone. The person with deep-set eyes needs to avoid dark colors altogether, it will only accentuate problem. Having lightest color in crease will help bring forth their eyes, making their eyes look bigger, wider and not set back. This is opposite pattern of what is typically told.

If a person has eyes that are close set together, you want light colors around inside areas of eyes (near nose) to give appearance of more space being there, making eyes look wider apart, and darker colors on outside edges.

Play with different looks until you get right one for your bone structure. It also helps to stand back away from a mirror, from across a room to look, as you get a better feel of overall balance than right up close. Don’t be afraid to try new combos you hadn’t thought of before, it might be perfect fit for you!

Prior to action meetings, leaders need to gain a full understanding of survey data and begin to structure a plan for first meeting. Once meeting begins, leader should guide group's evaluation of results and development of solutions. Following initial meeting, a summary should be documented and action plans circulated. Follow-up meetings are necessary to coordinate and evaluate changes and progress. Action plans are means of fully utilizing survey feedback, without it we simply have a snap shot of where organization is, with no plan for positive change.

If team feedback meeting is poorly handled, there will be low front-end commitment on part of team. Of course group dynamics will be unique in every situation, and leader will need to consider this as survey data is disseminated. Tailoring sessions to meet group characteristics will provide for a more effective discussion. In any case, consider a few of these ideas:

• Be optimistic and excited about information and how it can be used to better organization.
• Verbally express positive points.
• Ask for participation by all members and reinforce their openness and contributions.
• Invite them to explore with you areas that need improvement.
• Be supportive and clear about action and follow-up plans.
• Establish a clear commitment to utilize survey feedback long-term and seek further feedback from group.

Most importantly, help group understand purpose and mission of survey feedback As a leader, feast on opportunity of having clear data and truly listen and involve members in your organizational development and change endeavor.

If you would like to speak with someone regarding organizational development and change, please do not hesitate to call us at (801) 569-3444. We will be more than happy to share our experience with you in more detail.