Giving Powerful Feedback Course Curriculum

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01 Introduction

The statistics – why employees are desperate for feedback
The critical mindset to employee when giving feedback
How much positive feedback, relative to corrective, is needed to keep teams happy

02 The purpose of giving feedback

5 amazing benefits of giving regular useful feedback to your team
How to strengthen teamwork, trust and performance using feedback
How to increase engagement and motivation across the team

Critical Feedback Principles to Follow

10 What to focus your feedback on to maximise impact

The mindset needed to give good feedback
Why being specific matters when giving feedback (and what is needed)
4 key areas on which to give specific feedback

11 The importance of giving feedback quickly

The reasons to give feedback quickly
The dangers of giving feedback immediately

12 – How to use examples and evidence to improve the impact of your feedback

The benefits of basing your feedback on examples and evidence
The importance of creating patterns
How to structure your examples to maximise impact

13 How to Give Feedback Diplomacy & Consideration

The relative importance of the verbal and non-verbal components of feedback
The 4 elements to be conscious of when giving feedback
The best mediums to use to communicate feedback

13.1 Exercise – Giving Praise

Direct Approach for Giving Feedback

Each of these steps applies equally to positive and corrective feedback. The application and purpose only is slightly different.

21 Ask Permission (Step 1) and Describe What Happened (Step 2)

How to get the other person to be receptive to your feedback
What to include when describing what happened

22 Explain the Impact (Step 3)

The steps to ensure they understand the impact so you get change or repetition
How to position the impact and what areas to include

22.1 Exercise – Giving Specific Praise

23 Explain The Why (Step 4) and Ask For Feedback (Step 5)

Tips to ensure the employee understand exactly why the event was good or bad
How to get the employee talking about their view of the event and what they think o

24 Explore How to Improve (Step 6)

How to go through this vital step to maximise improvement – buy in and action

24.1 Exercise – Giving Praise Using the Telling Method

24.2 Exercise – Giving Corrective Feedback Using the Telling Method

Indirect Approach for Giving Feedback

The indirect feedback approach is similar to the direct. It takes longer but the results (improvement or repetition) are usually a lot better.

31 4 Reasons to Use The Questioning Approach for Giving Feedback

32 Ask Permission (Step 1) and Ask Them to Describe What Happened (Step 2)

The questions to ask to get permission and to get them describing what happened
Common mistakes to avoid using this approach

32.1 Example Questions

33 Ask Them to Describe the Impact (Step 3) and Explain Why (Step 4)

The questions to ask and how to ask to get the other person understanding and describing the impact and why their action was good or bad
Tips on using a coaching approach

33.1 Example Questions – Explaining The Impact and The Why

34 Explore Alternatives (Step 5), Choose The Best Option (Step 6) and Coach Improvement (Step 7)

How to go through this vital step to maximise improvement – buy in and action

34.1 Example Questions

34.2 Exercise – Giving Praise Using the Questioning Method

34.3 Exercise – Giving Corrective Feedback Using the Questioning Method

35 Flexing the Use of Direct and Indirect Feedback Methods

The factors to consider when deciding which approach to use
How to mix both approaches to get best results

35.1 Exercise – Using Both Method Interchangeably

Receiving Feedback as a Manager

41 The Importance of Asking for Feedback and how to do this

Why encouraging feedback is so vital for your personal development as a manager
Tips on how to more effectively ask for feedback
The challenges that prevent you getting useful feedback and how to minimise these

42 How to Receive Feedback as a Manager to encourage more feedback

The actions and reactions to display to keep getting useful feedback as a manager
What happens when you react in trust damaging ways
What to do with the feedback you receive