Building feedback culture

Why take this course

Do you want to improve the quality of your team’s relationships and build mutual trust? This training will equip you with practical tools for communicating without conflict in difficult situations. You’ll gain confidence in giving feedback, learn to react assertively to criticism, and use feedback for your own development. As a result, you’ll increase collaboration effectiveness and prevent conflicts.

What you'll learn

• You’ll master the principles and best practices for giving constructive feedback.
• You’ll build an assertive attitude that allows for honest and open communication.
• You’ll learn to react to criticism without conflict, regardless of its form.
• You’ll learn the four levels of giving feedback (facts, thoughts, feelings, needs) and how to apply them in practice.
• You’ll gain confidence in difficult conversations and improve the quality of relationships in your team.

Who is this course for

This course is for individuals who:

• Work daily in multidisciplinary teams.
• Are responsible for the results of a team’s work.
• Require a consistent understanding of priorities and tasks.

Training scope

• Objectives of providing feedback in an organisation
  • What does the feedback concern, when do we experience it and how do we perceive it – analysis of a general attitude to providing feedback
  • “Feedback for yourself” – an exercise with the use of a voice recorder changing the attitude towards feedback
  • Building constructive feedback of trust – is there negative and positive feedback
  • Model of full expression – four levels of providing feedback: facts, thoughts, feelings, needs
  • Benefits of providing feedback on an ongoing basis to employees, managers, organisations – workshops in small groups
  • Principles and good practices of providing feedback
• Attitude during feedback provision
  • Preparation for feedback provision: time, place, subject of the conversation, psychological preparation
  • Building of an assertive attitude – assertiveness pillars: openness, honesty, respect, courage, empathy
  • Opinion instead of assessment – what are the differences in verbal expression, what feelings do they evoke in the recipient.
  • Attitude oriented at searching for joint solutions – how to think, what to say to provide feedback and achieve the desired effect
• Forms of providing feedback
  • Praise – how to express it so as it is not perceived as manipulation
  • Difference between criticism and constructive feedback
  • Dealing with the response of other people to the feedback receipt: resistance, crying
  • Assertive responding in a situation of: just and unjust criticism, criticism expressed by screaming or in the form of a hint.
  • Coaching model of feedback – for which employees can it be used