Feedback Workshop
Learning moments – actionable, ongoing feedback. Give your people daily pointers and ideas about what’s working well and what needs improving.
Workshop Overview
- Become the role model in asking for feedback
- Receive feedback gracefully
- Create culture change within your team by leading the way
- Provide important feedback sensitively
- Feel proud about the way you deliver feedback
- Be thanked in the future by those you’ve guided.
- Drive the performance of the team by creating a transparant, improvement culture.
This Workshop is for you if:
You care about what your colleagues think and want to use their insights for personal development.
You’re eager to help others get better at what they do.
You’re curious about how you could provide even more effective feedback.
This Workshop isn’t for you if:
You’re not interested in others feedback.
You aren’t prepared to reflect on your own strengths and development areas.
You’re happy to just carry on making the same mistakes time and time again.
What will you learn?
1. WHAT DO WE MEAN BY “LEARNING MOMENTS"?
Every task has one of two outcomes. We either win or we have a learning moment. Feedback is a great opportunity to learn from our mistakes and figure out what we could do differently going forward.
2. WHAT STOPS US PROVIDING FEEDBACK RIGHT NOW?
We all face barriers to giving feedback. The group discussion encourages delegates to identify what stops then asking for and providing feedback.
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? You’ll discover how to get yourself into the right frame of mind to be receptive, open and ready to absorb.
4 THE FEEDBACK TRIANGLE
We’ll look at the Feedback Triangle, and how it applies to your workplace.
5. WHAT TO SAY
You’ll discover two models to help you provide high quality feedback and create learning moments.
6. HOW TO SAY IT
There’s little point giving feedback if it’s done in a way that makes the recipient switch off. We’ll cover the three behaviours that ensure your feedback has the best chance of being listened to and acted on.
6. DIFFICULT SCENARIOS THAT MAKE PROVIDING FEEDBACK A CHALLENGE
Giving feedback isn’t always easy. In fact, it can be a source of serious conflict. You’ll work through scenarios to help you prepare for those difficult conversations.
7. DEMONSTRATIOIN AND PRACTICE SESSIONS
You’ll get a chance to put what you’ve learned into practice and see what good feedback looks like in action.
8. WHAT’S NEXT?
Learning how to give and receive great feedback is all well and good, but you need to put it into practice and make it a habit. You’ll learn all you need to do this in simple, actionable steps.
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 hoping the issue will go away.
When managers have an effective feedback conversation, performance and productivity increases.
People fear feedback, but they shouldn’t have to. Done well, feedback creates an open, learning culture. This results in less errors and improved productivity.
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.
