Program
Giving and Receiving Feedback Training
Feedback given close to the event, specific enough to act on, and received without defensiveness.
- Duration
- 1 day plus a practice clinic
- Format
- In-person or virtual
- Group size
- 12–18 participants
The problem we are solving
Feedback fails in two directions. It is softened until the message disappears, or it is saved for the appraisal, by which point it is history and feels like an ambush.
The receiving side is trained even less often, so honest feedback is punished with defensiveness and people quietly stop offering it.
About this program
A feedback skills training programme for managers and teams who postpone difficult conversations until the appraisal cycle forces them. It teaches how to raise an issue early, hold the conversation calmly and agree what changes next.
The workshop is highly practised, with participants working on the specific feedback they have been avoiding, which is where most behaviour change actually starts.
What changes in behaviour
- Give feedback within days, not quarters
- Separate observation from interpretation
- Deliver difficult messages clearly and respectfully
- Handle a defensive or emotional reaction
- Ask for feedback in a way that gets an honest answer
- Receive criticism without shutting down or over-correcting
What the program covers
- Why feedback gets avoided
- Observation, impact, request
- Timing and setting
- Difficult messages and predictable reactions
- Receiving feedback well
- Building a team norm that lasts
Who it is for
- Managers at any level
- Intact teams building a feedback culture
- Peer groups working in matrixed structures
- Does this work for peer-to-peer feedback?
- Yes, and intact teams often get the most from it because they can agree norms together in the room.
Start with one cohort. Judge the behaviour change.
Most engagements begin as a single pilot cohort, so your team can evaluate the facilitation and the follow-through before a wider rollout.