First, please toss out old ideas you may have had, as well as “one size fits all” beauty tips you’ve picked up along way. You don’t want any pre-conceived ideas that may cloud your judgment.

Get in front of a mirror, with natural light. Cleanse your face, moisturize, etc. to get it ready for makeup. Get all your brushes, makeup gathered and pull your hair back out of way. Imagine yourself as your own artist, with your face as canvas upon which you are about to create a look.

There are 2 very important principals to remember. Light colors bring out, gives illusion of an area being forward or front. Dark colors set back, creates a look of depth. Now, really study for your face for a few minutes, don’t focus for now on any particular area, look at shape overall. It might help to even write down notes about impressions you get. What areas seem to need brought out? What areas seem to need to be set back? An example would be a very round face would need an area in cheeks set back (darker) to give illusion of higher cheekbones, more slender face, at same time using some lighter shades on forehead area above temples to also create a look of lengthening face. A chin that is a bit undercut would need to be brought forth more to give appearance of being more prominent than it is (lighter color).

In globally competitive environments, organizations are seeking information about obstacles to productivity and satisfaction in workplace. Survey feedback is a tool that can provide this type of honest feedback to help leaders guide and direct their teams. Obstacles and gaps between current status quo and desired situations may or may not be directly apparent. In either case, it is vital to have a clear understanding of strategies for diagnosis and prevention of important organization problems. If all leaders and members alike are clear about organizational development and change, strengths, weakness, strategies can be designed and implemented to support positive change. Survey feedback provides a participative approach and enables all members to become actively engaged in managing work environment.

1. Identify project plan and objectives
2. Brief team leaders and employees about process
3. Administer survey
4. Conduct interviews and focus groups
5. Train leaders on facilitating team discussions
6. Analyze data and construct a report
7. Provide feedback to leaders
8. Team leaders conduct feedback action planning and meetings
9. Leaders present reports on progress and results to Senior Management
10. Follow-up by senior leadership to ensure progress and accountability

Once data has been collected and observations have been clarified, it becomes leader’s responsibility to familiarize team with findings. Next leader involves team in outlining appropriate solutions and strategies that members can “buy into” and support over long-haul. When leaders can facilitate collaborative teaming and become an organizational development and change agent, people in team will contribute creative ideas to enhance their work environment.

It is important for leaders to not underestimate time and facilitation skills needed to pass on information and foster an action-oriented environment. The initial meetings and communication sessions are just start of a development process, not a single event. If survey feedback is to be effective, it must be implemented into a comprehensive strategy that includes goals, responsibilities, time frames, revisions, and reviews.