The Situation​

A senior operations manager was losing high performers from their 45-person manufacturing team. Exit interviews revealed a painful pattern:

“Great company, but my boss never really heard me.”

Team meetings had become one-way broadcasts. Feedback felt like criticism. Trust was eroding — quietly, but consistently.

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The Intervention

We ran a 3-hour LIGHT™ workshop with 12 managers.

• Each completed a pre-session self-assessment

• Role-played real scenarios from their teams

• Practised the 5 steps of LIGHT™ in live coaching

• Peer feedback made the method stick — fast

This wasn’t theory. It was emotional re-entry.

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The Shift
Managers began opening difficult conversations with:

“Help me understand your perspective first.”

They stopped defending. They started listening. Using LIGHT™, they separated the person from the performance and trust began to rebuild.

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The Results (3 months later)
Manager confidence rose from 3.1 to 4.1/5

100% had used LIGHT™ in at least one real conversation

Engagement scores rose by +7%, especially on “my manager listens to me”

One team member said:

“My manager actually listens now.”

The Situation
Faculty in Business and Engineering were facing a sharp decline in student evaluations. Feedback was described as “harsh but unclear.” Grade appeals were rising. Satisfaction scores were falling. The message was clear:

“I don’t know what they want and I don’t feel heard.”

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The Intervention
We ran a 3-hour LIGHT™ workshop with 12 faculty members.

They brought real student work samples

Practised reframing feedback using the 5 steps of LIGHT™

Role-played live scenarios and reflected in peer coaching circles

This wasn’t a lecture. It was emotional re-entry.

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The Shift
Faculty stopped correcting and started connecting. Instead of “This section is unclear,” they asked:

“What were you trying to convey here?”

Feedback became a dialogue — not a judgment.

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The Results (end of next semester)
Confidence rose from 2.8 to 3.9/5

87% said students were more receptive to feedback

Module evaluations improved by +15%

Grade appeals dropped by ~40%

One faculty member said:

“Students actually engage with the feedback now — they’re not just defending their grades.”

The Situation
A Regional Director at a professional services firm was praised for strategy but feared for their presence.

“Brilliant, but makes you feel small.” Three high performers had left in six months. The team was avoiding them. Tension was rising. Trust was gone.

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The Intervention
Over 3 months, we ran six private coaching sessions focused on rebuilding their leadership communication style.

Rehearsed real feedback conversations

Used LIGHT™ to structure weekly 1:1s

Logged reflections between sessions

Collected anonymous feedback from 8 direct reports

This wasn’t coaching for competence. It was a reset for connection.

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The Shift
The Director stopped leading with problems and started leading with potential. Weekly “growth conversations” replaced performance reviews. Team members began setting their own goals and bringing issues forward before they escalated.

 

The Results (6 months later)
Confidence in feedback delivery rose from 2.9 to 4.2/5

Trust and empathy scores from direct reports rose by +20–25%

No further resignations

The Director said:

“My team used to avoid me. Now they bring me issues before they escalate.”