Course objectives
  • Increase of openness, courage and quality of relationships in a team.
  • Building self-confidence among team members.
  • Preventing conflicts due to smooth feedback provision.
  • Increase in personal development due to the skill of feedback accepting and using
Benefits
  • Participants acquire knowledge about the methods of conflict-free agreement in difficult situations
  • Participants will develop knowledge concerning personal values and possibilities of combining them with organisation values
  • Participants develop new possibilities of behaviours increasing the effectiveness of building mutual trust
  • They get to know the techniques of assertive feedback provision: positive and negative
  • They get to know the techniques of assertive responding to criticism.
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
Audience

Persons who work in multi-task teams on a daily basis, responsible for the joint result and requiring coherent understanding of priorities and tasks.

The number of participants: 8-15 people

Duration: 2 days

Available language: PL / EN

Available course material: PL / EN

Course form
Interactive methods: simulations, role cards, case study, self-diagnosis questionnaires, work with a camera and/or voice recorder, workshops in subgroups, individual work, facilitated discussion, mini-lecture.

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