Building feedback culture

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.