Welcome to ‘Be the Positive Difference’ Hilton Foods training. On this page you can find out more about this training programme, hear from people you know, and understand how to get the best from this programme.
Be the Positive Difference Rosette - MBM

A Message from Peter Nickson and John McLouglin

“Following our recent feedback survey, we found that some of the simple things in the way people interact with each other could be better. We really want to improve this but need everyone to help and be part of the solution. All of you interact with a wide range of people on a daily basis or even lead a team and that is why we need your help in particular. To help you we are engaging in a training programme that will improve your skills in feedback, coaching, team work and communication. Please embrace this training, apply it to your work and use it every day. If everyone does this it will make work more enjoyable and productive for everyone. This is what we mean about a “positive difference”, we can all make one and it should start now.”

Your BTPD Champions


  • Adrian Lambert
  • Martin Stone
  • Michael Campbell
  • Steven Ogilvie
  • Lukasz Rzerszutek
  • Dawid Stefanski
  • Adriana Marcu
  • Pawel Jaskolsk
  • Krzysztof Murowany
  • Karen Palfrey
  • Neil Shepherd
  • Aaron Dawkins
  • Gavin Marks
  • Andy Fox


  • Hugh Downey
  • Gary Bailey
  • Daniel Krysztoforski
  • Kamil Kisielewski
  • Eamonn Breen
  • Mirek Juszczyk
  • Kamil Krasucki
  • Shane Loughran

Watch the Trailer for BTPD

Success Stories-Success Stories-Success Stories

James Bailey Shared his Thoughts…

We asked James Bailey what he thought it meant for people in the factory. His first thought was that people would ask, ‘What’s in it for me?’. So we then asked him to say what he thought was in it for the factory employees. This is what he said:

What’s In it for Me?

  • Improved working environment and morale.
  • Respect of how I can add value to this business.
  • Give people a voice.
  • They could share their knowledge.
  • Opportunities to progress.
  • The ability to find the hidden and undervalued diamonds.
  • To be proud to work for Hilton Foods.

Why Now?

The results of people engagement survey 2016 said that we could do better in how we work together. The results of this survey, coupled with a period of stable growth, means that Hilton Foods can invest in people to achieve the coming challenges and succeed together.

Gavin Marks told Us What he Thought…

We asked Gavin about training – “I will be strongly encouraging my team to grab the training for their own development, growth, opportunities, and to help the business succeed. The business will only ever grow by its people. I think Hilton Foods is a great business and growing all the time. I want to see my people using what they have learnt because it will demonstrate their engagement. The better we are, the better the business will be and the better for us.”

Adrian Lambert Tells Us Why People Should Embrace the Training

Robert Terlecki’s Feedback on Feedback Training

  • Q: What was your best learning from the Feedback Masterclass?
  • A: I understood how to give feedback constructively. Simon explained it very well. And it gave me a way to do negative feedback well.
  • Q: What is different now to before the Feedback Masterclass?
  • A: I am giving more details when I give feedback. We never say, ‘Good job’, but now we do, and I like that <Said with a big smile>. People call me after 4 days and ask how I am. There is more informal chat between us. I see people smile when I give feedback and people have started working better and faster. When I give good feedback, I found that people want to learn more. When people know what they are doing my job is easier.
  • Q: What would you say to the Learners that are yet to use their training?
  • A: You have to go and learn because it improves performance by achieving higher targets, and better quality.

Let’s Hear from the HFI Trainer, Shane Loughran

“As the Trainer in HFI I get to speak to a lot of people on a daily basis when new/updated training needs are required. I would be exposed to lots of different personality’s and learning styles which in turn does mean I have to change my training technique to suit the individual, so when the opportunity arose to attend the MBM coaching classes I knew this was something I could really use in my day to day job.
I have taken some very simple but very useful tips and skills on board from this training and have used them here in HFI on a regular basis. I have also noticed how others are using this training and have put it into practice on the production floor.
If we keep working together as a team and embrace this training I am sure we can deliver the correct communications requested by HFI employees”

Ausra Kindly Shared Her Thoughts on Video…

Hear from Ausra Petraskiene talking about how to get the best from the Factory Masterclasses training:

Feedback from Daniel Wlodarczyk, Line Leader

  • Q: What was your best learning from the Feedback Masterclass?
  • A: To give constructive feedback because it will give me benefits later.
  • Q: What is different now to before the Feedback Masterclass?
  • A:
    • If someone did something well before the training, if QA had found no leakers, I would have said well done, And now, I explain why, because I want a better performance.
    • Before I would have just told someone that they were packing a product wrong. Now, I show them what great looks like.
    • I understand that it is better to sacrifice 10 minutes now for the benefit later. Previously I thought that it was better just to give the feedback fast.
  • Q: What would you say to the Learners that are yet to use their training?
  • A: My opinion is that I am happy to have the training. Some people are negative. My advice is ‘go for the training’, because you can develop ourselves. I would be disappointed if the training stopped and particularly if it was because of those that did not embrace it.

Thoughts from Rita Nevin, QA, at HFI on Feedback and Management

Q: What’s different about you now, to six months ago?
A: My job was QA so 95% of my feedback was negative. I used to get very agitated when there were problems, like crooked labels, and just stop the line and get annoyed. I am know thinking, how would this work for both of us. As an example, I saw that the labels were crooked and raise it with the lady. I explained to her that if the labels remain crooked, we’ll have to stop the line and I gave her praise around how much her language has improved. This worked for us both. So much so that I shared this with the lady’s line manager and the lady was almost crying with happiness.
The second example was that I know a guy that constantly shouts at her team. We all have the same goal. I fedback that I felt that what she was being disrespectful with her team. I find myself thinking a lot more before I speak to people.
My third example was about someone that constantly had their top button undone. I shared this feedback with her in my new way and it worked, it just worked. Previously, I would had have been somewhat aggressive when I told her.
Q: What is feedback from management like?
A:  Before, we felt that we were all too busy and we had a structure to follow, which was quite regimented. Now, they are more approachable. As an example, a QA slipped, and then another did the same two weeks later. I approached Michael and he acted very quickly and solved the issue immediately. Management are ‘on the floor’ more. Six months ago that might have taken longer than it should have.

Jurate Ablonskiene Tells Us Her Thoughts on the Feedback Masterclass

Paul Dunne, Production Manager, HFI, told us what he thought

“We want to engage more of our team through constructive & positive feedback. The SBI model is a simple technique that is starting to help our leaders give more effective feedback & this is starting to have a positive impact on our factory floor.
‘Practice make perfect’ so I would urge that we continue to use the SBI model day to day & improve our communication skills further as a team.
We are also seeing the benefit of giving more Positive Feedback. It is a quick & powerful way to reinforce good behaviours & to show our appreciation for a job well done!”.

Mark Ryder and Jodi Peach Shared Their Thoughts on Time Management (Office) Training

After the Feedback Masterclass Lukasz Czura said this…

“I just want to give you feedback regarding the MBM short training session. It was really good. Thanks Simon Payne for such good interpretation, not overload. There was a lot of key information which he did provide with excellent understanding. I think the key points will remain and used daily. Looking forward for more.”
Thank you Lukasz. Much appreciated 🙂

Thoughts from Marion FlynnAssistant Technical Manager on her HBDI session

“I found the results of my own profile [HBDI Training Course] quite interesting in that I was surprised that I had any yellow capability at all! Besides the fact that I am very rooted in the present and like to deal in plain simple facts I do like to think I have some skills in the other three quadrants so I was happy to see that perhaps I understand my own limitations quite well. I would never describe myself as a people person but as you have already identified I am fascinated by human behaviour and love learning all about why humans behave the way they do. In addition to this I now have an understanding why so many people find dealing with my manager frustrating and yet I have developed a very basic method of interpreting his business needs and translating them for those of us that are not as comfortable in his natural arena”.
“I also now understand why other more social creatures find me “odd” or “difficult” because of my absolute need for the finer details in everything and my unwillingness to speak unless I actually have something worth saying. This feeds into my need to learn tolerance of those who do not function in the same way I do and also tolerance for myself when I get annoyed at myself for not being more creative – guess I need to throw out the “I hate humans” mantra and implement the “different strokes for different folks” one instead”.
“On the training itself – You told us you naturally sit in the blue quadrant of the model but if you had not told us this I doubt anyone would ever have guessed. The training was interesting, well delivered and dynamic. The group were comfortable with the content, pace and delivery and you leave people looking forward to the next session – so Thank You. Often when put onto a training course it is “hard work” and uninspiring but nothing could be further from this in terms of the training you have provided”.

Video from Daniel Krysztoforski about the SBI Model

Daniel tells us that by explaining the impact of what he wants, he gets more engagement from people and they are more focused.

Thoughts Aleksandra Savcenko, Who has been at HFI 18 months and is a Line Leader

Q: Give one example of how you have used SBI model on the shop floor.
A: I gave feedback to a trainee (new guy) on the line. It’s helping me a lot. In one of the tasks in workbook we pointed out what needs to be done, and the speed, and how it effected her (Another person) on the line. And that by helping her would make her job easier. I explained the impact. Before the training I never explained the impact of the feedback, which helps people to understand better, and why it matters. This makes teamwork better and motivates people. People are happier.
Q: How are you completing the Handbooks?
Five of us meet up and team leader and we watch the video together and complete the questions together. Throwing our thoughts in, some ‘healthy debate’ and agree the best answer to write down. People are happy that they are doing this.
Q: How would you describe the feel of the place 6 months ago and now?
A: Six months ago the factory was very monotone, you did your job and went home. If I were to be completely honest, I only received feedback either in annual review or if I had done something wrong. I wasn’t sure if I was doing well and how I could improve. I have noticed people that have hope. They are seeing changes.
I have been here 18 months. People never thought it would change, but it is now and we welcome it. Even people that thought this type of stuff would never come, are embracing it.
Now, the first week after the course everyone was excited and happy. Between us Line Leaders we had a glimpse of hope. Like things were going to change.90% thought that it was brilliant. Then it quietened down because there was a big gap between the training sessions. It feels like a big change can happen. There is a positive feeling. My want is that senior management and production management, start setting an example too. I want to see them prove that they believe in this change. The best way they could do this is to practice what they are asking us to practice. To see them give me feedback, would be welcomed.
Q: What would you like to happen next?
A: For the culture to change. It has started. We are starting to respect each other more. We now need to communicate better and get the very best out of people in a positive way. And for us to think about the business and the people.

Gary Bedford, Team Leader at HFI, Gathers as Part of a Group to Complete their Sticky Pieces

We loved hearing about this Success Story from Maureen Barry, Supply Chain Manager for HFI

‘Everyone is making Greg feel very welcome & is very helpful , especially last week when he was going around all the departments. He was very complimentary on Alex’s training this week. I passed the compliment back to Alex, and was glad to hear that he is using his learning from the MBM classes to plan the training structure that suits Greg and not what suits his style. I think this is worth mentioning, as there is definitely shift in attitude within the office & the MBM is been taking on board.’

We loved hearing about this Success Story from Marion Flynn, QA Manager for HFI

‘While the QA Team at HFI were initially cautious of the feedback training and somewhat afraid that the process would be time consuming and therefore not sustainable it has been noted that the SBI model is being applied during feedback of non-conformance identified during production.
As you are aware by it’s very nature the reporting of non-conformity can be negative but when encouraged to implement the SBI model to Capture the data, explain why the non-conformity is an issue and explain the impact of the issue should it leave the site the team began to realise there was no extra time implications but the engagement of the operator involved generated a pleasant and receptive environment to the feedback – knowing what it is you were getting wrong promoted a willingness to ensure it does not happen again.’

Thoughts from Adrian Regan on his HBDI session

“Initially I was very sceptical of the whole concept; to me it was being placed into a box and “this is were you are”. After Wednesday’s session my view has changed; for me personally I found it very rewarding and a great eye opener.
If I was to take one thing above all others away from Wednesday it would be how one group of people see other groups. From that, it steered me into thinking how my work colleagues interpret what I’m trying (struggling) to say/communicate/explain. What has it done for me; it slowed me down, I now try to find the key pieces of information that will get people engaged into what I am trying to say. I appear to have more time.
This is what the 3 hours Wednesday did for me, both professionally and personally. It was great and probably one of the best sessions I have had in Hilton in my almost 14 years with the company”.

Thoughts from Shane Loughran on his HBDI session

“The course was very interesting and was delivered really well which is a credit to yourself Andy.
The booklet regarding our HBDI learning/working style is very well presented and a very interesting read. The results were a  really interesting reveal to some members of staff and was a great topic of conversation over the next few days. To others it was just confirming what they already thought their style was.
Couldn’t compliment it enough Andy, loving every step we take during this training programme”.

HFUK Recognition Board

HFI Recognition Board

Nomination Cards

Instructions for completing the nomination cards.

Success Stories/Thoughts/Comments?

Please let us know and we’ll add your thoughts to this page. Just contact us.

Manager’s Briefing Pack

You can view the manager’s briefing pack.


Please ask your Line Manager, HR, trainers, or complete this contact us page or call 0333 247 2012.

Video of the Launch Day in the Canteen in Huntingdon

First day of the launch, in the canteen.