Constructive Feedback Training Course

Constructive Feedback Training Course

Course Description

Providing constructive feedback, even when positive, is one of the most challenging tasks in the workplace. The constructive feedback training course provides participants with valuable knowledge and skills to help them efficiently and productively provide feedback to their subordinates.

Effective criticism helps in the management of human resources. It eliminates problematic behaviors and conflicts that negatively impact an organization. By handling appropriately and skillfully, an employee will commit to an action that requires feedback or criticism.

Constructive feedback, if delivered correctly, will maximize its impact and benefits to the organization. The constructive feedback training course will help participants choose the right place, time, and occasion for criticism. It will also help set goals prepare, and plan a healthy complaint. Ultimately, it will aid in understanding the role of emotions and reactions in delivering constructive feedback

Positive feedback is news or input to an employee about an effort well done. Also, negative feedback is news to an employee about a measure that needs improvement. Negative feedback doesn’t mean a terrible performance, but rather a performance that can improve the outcomes. So negative is not a negative word in this case.

Course Objectives

• Determine the right place to give feedback
• Consider informal feedback
• Gather facts on the issue
• Create an action plan
• Practice tone
• Control and create an impact
• Criticize in private, praise in public
• Create a safe environment for providing criticism
• Monitor body language
• Develop understanding and active listening
• Be collaborative
• Set goals
• Check emotions and outbursts
• Diffuse negative emotions, including anger
• Understand what not to do
• Measure results

Course Modules

Lesson 1 – Getting Started

• Housekeeping Items
• Pre-Assignment Review
• Workshop Objectives
• The Parking Lot
• Action Plan

Lesson 2 – Setting Goals

• SMART Goals
• The Three P’s
• Ask for Their Input
• Be as Specific as Possible
• Case Study

Lesson 3 – When Should Feedback Occur?

• Repeated Events or Behavior
• Breaches in Company Policy
• When Informal Feedback Has Not Worked
• Immediately After the Occurrence
• Case Study

Lesson 4 – Diffusing Anger or Negative Emotions

• Choose the Correct Words
• Stay on Topic
• Empathize
• Try to Avoid ‘You Messages’
• Case Study

Lesson 5 – Preparing and Planning

• Gather Facts on the Issue
• Practice Your Tone
• Create an Action Plan
• Keep Written Records
• Case Study

Lesson 6 – What Not to Do

• Attacking or Blaming
• Not Giving Them a Chance to Speak
• Talking Down
• Becoming Emotional
• Case Study

Lesson 7 – Choosing a Time and Place

• Check the Ego at the Door
• Criticize in Private, Praise in Public
• It Has to Be Face to Face
• Create a Safe Atmosphere
• Case Study

Lesson 8 – After the Session (I)

• Set a Follow-Up Meeting
• Make Yourself Available
• Be Very Specific with the Instructions
• Provide Support and Resources
• Case Study

Lesson 9 – During the Session (I)

• The Feedback Sandwich
• Monitor Body Language
• Check for Understanding
• Practice Active Listening
• Case Study

Lesson 10 – After the Session (II)

• Focus on the Future
• Measuring Results
• Was the Action Plan Followed?
• If Improvement is Not Seen, Then What?
• Case Study

Lesson 11 – During the Session (II)

• Set Goals
• Be Collaborative
• Ask for a Self-Assessment
• Always Keep Emotions in Check
• Case Study

Lesson 12 – Wrapping Up

• Words from the Wise
• Parking Lot
• Lessons Learned

Completion of Action Plans and Evaluations