Giving & Receiving Feedback

“Receiving feedback sits at the intersection of two needs; our drive to learn and our longing for acceptance.”

Douglas Stone and Sheila Heen

Do you work in a culture where no feedback is the only way you know if you are doing ok?
Do you find that in team meetings, everyone is so polite that real issues are not addressed?

Let’s face it, many of us avoid having direct and open conversations with each other, especially in European cultures. No matter which end of the conversation we are on, it can feel uncomfortable and embarrassing.

And yet, there is strong evidence that being able to have this type of conversation is exactly what distinguishes high performing organisations from those that are mediocre. Research shows that a “growth mind set” where feedback can be used to improve learning and motivation is strongly correlated to individual happiness and to organisational health and success.

My experience is that giving and receiving feedback, what I call constructive conversation skills are a life skill, not just something for the business environment.

This type of conversation isn’t “top down”. It is founded on building relationships based on equality, respect and trust, strengthened by curiosity, questioning and active listening by both parties.

Our workshops are designed to “up skill” individuals, teams and organisation to have constructive conversations at every level where feedback can be exchanged whether it’s peer to peer, upwards or downwards. Learning take places for all parties upgrading skills to bring benefits at work, at home and at play.


Who is this workshop for?

Quite simply – every employee and team in your organisation that wants to grow and work more collaboratively together.

Key outcomes

  • Learn and apply techniques for giving and receiving specific, observational feedback

  • Know the common emotional reactions to feedback, how and when to minimise them
  • Understand the value of and apply skills of open questions, listening, reflecting and summarising to create and confirm understanding
  • Identify benefits of constructive conversations to create engagement and ownership
  • Practice and learn how to apply skills immediately back in the work place

For the best results and return on investment, we highly recommend that leaders attend the programme first, building a strong ownership and practice of the principles which helps to create systematic and habitual change in behaviours.