Feedback Workshop
Learning moments – actionable, ongoing feedback. Daily pointers and ideas about what is working well and what could be improved.
Workshop Overview
- Be the role model in asking for feedback
- Receive feedback gracefully
- Create culture change within your team by leading the way
- Provide feedback so you don’t trigger other people
- Feel positive and proud in how your provide feedback
- Be in a position where people thank you later for your feedback because of the positive impact it had on them
- Drive the performance of the team because everyone is focused on how to improve.
This Workshop is for you if:
You are interested in developing yourself through others feedback
You want to help others get better at what they do
You are curious about how you could provide even more effective feedback
This Workshop isn’t for you if:
You are closed to others feedback
You aren’t prepared to reflect on your own strengths and development areas
You are happy to just carry on making the same mistakes
What will you learn?
1. WHAT DO WE MEAN BY “LEARNING MOMENTS"?
Discussion to understand that everything has two outcomes. We either win or we have a learning moment. Feedback is a great opportunity to optimise the learning from the moment and figure out what we could do differently going forward.
2. WHAT STOPS US PROVIDING FEEDBACK RIGHT NOW?
Group discussion getting delegates to identify what stops then asking for and providing feedback now. Use this session as the basis of their objective setting.
- Nerves
- Feels uncomfortable
- Don’t know what to say
- Not my place
3. ARE YOU A SPONGE OR A ROCK WHEN IT COMES TO FEEDBACK?
When you receive feedback do you have a growth (spongy) mindset or do you have a fixed (rock) mindset. How to get yourself into the frame of mind so that you are receptive, open and ready to absorb.
4 THE FEEDBACK TRIANGLE
We explore the triangle of feedback
- Asking for feedback
- Receiving feedback
- Providing feedback
5. WHAT TO SAY
- Two models to provide high quality feedback to your colleagues
- Create some learning moments
6. HOW TO SAY IT
- Three behaviours that will ensure you have the best possible chance of your feedback being received
6. PARTICULUARLY DIFFICULT SCENARIOS TO PROVIDE FEEDBACK
- Example scenarios
- The highest performing member of your team is demonstrating arrogant behaviours
- You boss is continually late for you
- You are new to the team, feel you have low knowledge levels and wtnessing unproductive behaviours
- Team member was rude to a colleague
7. DEMONSTRATIOIN AND PRACTICE SESSIONS
- What does this all look like in action?
- Opportunity for you to put into practice
8. WHAT’S NEXT?
- Identify the smallest action that will have the biggest impact that can be implemented now.
- Create a tracker to make this a new habit
- Consder how you are going to be supported, measured and held accountable
This course is available in these formats………….
Face to Face sessions
1:1 coaching face to face
Virtual Webinar
1:1 coaching virtually
How to persuade your boss this is a good idea:
Team members want ongoing and open feedback. However, most of them aren’t getting it. It ends up being a conversation once or twice a year.
Hinting is often as good as it gets with many managers avoiding the conversation and just hoping the issue will go away.
When managers have an effective feedback conversation a colleagues performance and productivity will increase. The converse happens with a poor feedback conversation.
This is all about helping your team to have more effective feedback conversations without all the stress and anxiety.
What do people say about us?
Test6
Angela has the fantastic ability to get under the skin of a team and understand their needs. This enables her to deliver a tailor-made learning solution which adds genuine value and benefit to the team, enabling them to move forward with clear direction and vision. I would highly recommend Angela to deliver the perfect training package to meet your development need and enhance team performance.
Andrea Fuller
HR Manager
Test5
Angela's course design and delivery is always clear and makes learning enjoyable and easy. Her training materials during the training and support afterwards provide great insight in the subject. She works hard to ensure learning's are applied back into the workplace and finding ways for delegates to increase their accountability. Angela is an insightful and energetic trainer and I hope to work with her again in the future.
Jo Mead
Demand Planning Manager
Test4
Angela is one of the best trainers I have ever worked with. She uses a great mixture of science, theory, practical exercises and electronic applications to keep the audience engaged throughout any of her courses. She has a great skill at listening to an individual’s input, but still keeping to topic and to time. One of Angela’s greatest skills is building training material specific to a team’s needs, but aligning to wider business strategies and using expert views to deliver material that is well thought through and validated.
EMILY WOOTTON
Tesco Customer controller
Test3
Angela has delivered many development programmes to our managers at Allied Bakeries and the feedback is always excellent. Her key strength is in her ability to relate, both to a diverse group of management and to tailor learning to the workplace making it relevant and insightful. She builds confidence in front line managers and creates a safe environment for people to try out new skills. The benefits can be seen in our manager’s capability improvement across the areas she has worked with us on which include Managing Performance, Coaching and Presentation Skills.
LAURA MULLHOLLAND
HR Manager
Test 1
The training help my colleagues and achieve personal growth which has in turn improved organisation capability.
DIANNE MCDONALD | HR MANAGER, ALLIED BACKRIES
Test 2
The training help my colleagues and achieve personal growth which has in turn improved organisation capability.
DIANNE MCDONALD | HR MANAGER, ALLIED BACKRIES
Key Blog Topics
Be a friend to feedback
who cares about you enough to provide honest feedback on what are doing right and what needs to be done differently.
Developmental feedback conversations must include guidance on what to do differently.
Everyone experiences developmental feedback at work, whether with their, peers, managers or clients. To make this a le
How to give feedback to a colleague who is always moaning.
Help a colleague to understand the impact of her constant negativity on colleagues.
