Giving Constructive Feedback
How do I ensure that the ideas, comments and suggestions I offer are not viewed as ‘unwelcome information’ by those who receive them? The potential for negative impact on our relationships with colleagues and coworkers is one of the major reasons we choose not to deliver constructive feedback. The challenge in choosing to encourage others to think or act differently is twofold: first, your willingness to provide — and the willingness of the other to receive — constructive feedback; second, your ability to do so without damaging the relationship with a coworker.
This workshop builds an understanding of the barriers that impede your willingness to deliver feedback and the “filters” that you must anticipate and manage to ensure the effect you create is consistent with your intent. In addition, practical and effective techniques and strategies will be introduced and practiced in order to enhance your ability to be understood while minimizing the potential for damaging your work relationships.
Defining constructive feedback and its role in moving an organization towards its goals and objectives
Barriers to providing and receiving feedback: our perception of the world affects how we interact with others
Features and benefits: characteristics of ideas and suggestions that affect “buy-in”
A roadmap for planning and effectively delivering constructive feedback
Providing constructive feedback in situations where you have responsibility but no clearly defined authority
How to manage differences and conflict
How to manage emotions when they impede “getting the job done”
- People who wish to: build collaborative relationships with others inside and outside the organization; make — and influence others to make – a difference; and, embrace and manage change
“It is an eye opener on things we say or things we do without realizing the consequences.”
Select a session
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