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If you’ve ever tried to train a Rottweiler, you know two things matter:
🕰 Timing.
🍖 Treats.

 

Kennedy doesn’t respond to orders shouted late. He doesn’t respect bribes given randomly. And he definitely doesn’t forget when you promised something and didn’t deliver.

Sound familiar?

 

Whether you’re leading a team, coaching staff, or implementing change, people — like dogs — don’t respond well to:

• Vague direction

• Inconsistent feedback

• Recognition that comes too late or not at all

 

Just like Kennedy, your team needs:
✅ Clarity in expectation
✅ Timely acknowledgement
✅ Follow-through on promises

 

In community services, we often forget to celebrate staff who quietly do the right thing every day.
We delay feedback until an annual review, or only correct what’s wrong without recognising what’s working.

That doesn’t build trust. It builds fatigue.

 

Quality isn’t just about compliance — it’s about connection. And leadership that notices people in real time is what creates lasting culture.

 

Kennedy reminds me:
🐾 Reward early.
🐾 Be consistent.
🐾 Don’t overcorrect — redirect.

 

It works with dogs.
It works with people.
It’s just good leadership.