Giving and Receiving Feedback - Ripple Learning

Giving and Receiving Feedback

Training that provides the skills needed to give and receive feedback about workplace behaviours or performance

When you need to address the performance of a team member or the behaviour of a colleague or client or customer, it can be difficult to know what to say or how to say it. Often people avoid saying anything at all and inappropriate workplace behaviours can go unchecked 

Giving and Receiving Feedback training teaches attendees how to prepare for these conversations and then engage constructively

What you will learn:

  • How to create a workplace environment where giving and receiving both positive and negative feedback is regular and expected (ie. normative)
  • Evidence based principles that should guide our approach to providing both positive and negative feedback
  • Traps to avoid - frequent mistakes and how to break unhelpful patterns to establish a more constructive dynamic
  • How your brain and body respond to the stress of these potentially triggering conversations
  • Techniques to de-activate your own stress response so you can engage thoughtfully and constructively Learn how to listen deeply to de-escalate the stress response of the other person
  • How to raise an issue without triggering defensiveness in the other person
  • The skills of assertive communication
  • How to adapt your approach in the context of differing personalities, generations, cultures
  • More effective approaches to working with 'high conflict' people who have personality disorders

Choose what works for you

  1. One Hour -Typically introduces the key concepts and provides an overview of the LEARN to listen model of deep listening. It is a popular option for a 'lunch and learn' session or evening webinar.
  2. Half Day - Typically covers all content areas, includes a demonstration of skills and provides space for half an hour of skills practice or small group discussion.
  3. Full Day - After covering all content, the focus is on building confidence in the execution of skills – taking your team on a journey through the stages of the adult learning cycle; from unconscious incompetence, through conscious incompetence to conscious competence through participation in lots of role-play practice.
  4. Further coached role-play sessions (ratio of 1:1, 1:2 or 1:3) can be arranged for staff members who need to be able to take their skills to the stage where they can competently handle any situation without having to think consciously about what they're doing.

Ready to give and receive feedback better in your workplace?

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