Feedback is crucial to business. Without feedback, we don’t know how and when we need to improve. Nevertheless, when it’s done poorly, feedback can cause defensiveness, stress, and conflict, and it can damage confidence, motivation, and morale.

This seminar has three parts. First, we show you how to give feedback in a way that pre-empts most of those problems - how to give feedback that is more human, collaborative, constructive, and trust building. Second, we will share some classic tools for dealing with conflict and defensiveness when they inevitably arise. And third, we have a series of tactics to help you receive feedback more graciously and productively - for your own peace of mind, learning, and development, and so that you can lead by example as a good listener and learner yourself.

At the end of the day, leadership is all about helping employees do meaningful and valuable work and driving continuous improvement both for your employees and yourself. This workshop helps you make your coaching conversations easier and more productive and less confrontational. As your technique improves, employees will become more open to receiving feedback too, which is a nice win-win that helps you foster a culture of coaching, learning, and improvement.

By the end of this session, participants will be able to:

• Apply win win leadership principles by distinguishing collaboration from confrontation and choosing approaches that lead to mutually beneficial outcomes.
• Deliver constructive feedback effectively by framing conversations around opportunities for improvement rather than criticism.
• Demonstrate why attitude outweighs skill by explaining the role of care in leadership and practicing sincere, high impact ways to show it.
• Manage defensiveness and conflict using the “Pause, Reflect, Respond” framework to de escalate tension and promote productive dialogue.
• Receive feedback with professionalism by responding with dignity and grace and converting feedback into meaningful growth opportunities.
• Create sustainable improvement by setting clear feedback driven goals and using techniques that help learning and behavior change stick.
• Foster a coaching based culture that encourages continuous learning, feedback, and improvement across teams.
• Support talent development effectively by understanding and applying the four classic approaches to employee development.