Simple rules and techniques for providing feedback
which is an online course where you will learn what we believe are the best techniques for giving feedback, which we have tested time and time again and use on a daily basis.
If you believe that good feedback can help you spread your wings, take this course and build your employees' engagement through effective feedback.
Learn a crash course in the most effective techniques for giving feedback!
Effective knowledge
We have prepared a synthesis of sound psychological knowledge showing what good feedback looks like, as well as four practical tools that any manager can easily use as soon as they become familiar with them and choose which one best fits the context of the situation.
At the heart of motivation
You will find that a well-tuned feedback technique will become a regular part of working with people in a team, rather than an unpleasant chore. Trusting each other, feeling comfortable to talk openly about difficult situations, naturally flows into giving daily feedback, and in doing so allows you to build strong, aligned and goal-achieving teams.
Proven in practice
We have been working with managers for more than 20 years, running workshops for them, helping them build their teams through the team coaching process or meeting for one-to-one coaching. Many times there we talk about feedback. We have found that when a manager is given well-chosen psychological knowledge, laid out in clear step-by-step instructions on what to do, it is easy for them to find their answer, whether it is what they needed.
In 80% organisation managers
fail to provide feedback or provide it ineffectively.
At the organisational level, this may be a situation where boards/owners do not support these behaviours and do not do so themselves. There are no clear and transparent rules on how to give such feedback. It could also be that teams and managers are so overworked that they do not have the time to prepare for it, when to give it and then also to implement its conclusions.
From the managers' perspective, the reason for not giving feedback may be their own very złe experience with how they themselves used to be given feedback. Sometimes, they may also have their own personal limitations in terms of giving difficult information and having conversations where strong emotions or disagreements arise, or on the other hand, they may have beliefs or experiences that make it difficult for them to appreciate and praise employees. Many times they themselves are left without feedback from their superiors and concerns arise about whether they will do it right because they do not want to hurt anyone.
Feedback work is an apparent goal, because the overriding objective - to achieve more and more results - remains in place. Managers do not believe that, through feedback conversations, they will be able to help employees inspire greater commitment and responsibility for the work they do.
Do you agree that ...
... well given feedback can help spread wings?
... giving regular feedback builds commitment and drives teamwork.
... a lack of feedback causes many problems in teams and organisations, e.g. the introduction of suboptimal solutions or increasing conflicts?
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What if we said that ...
... like any useful feedback skill, it's worth practising to become proficient and do it well!
... a well-tuned feedback technique will become a regular part of working with people in the team, rather than an unpleasant chore.
... the lack of ongoing reinforcement feedback causes us to miss a natural opportunity to consciously develop strengths and repeat expected behaviours.
People at all levels of management will benefit from the knowledge contained in this course:
ONLINE
Is there other the road?
Of course you do! You may continue to ignore the fact that by giving regular feedback, managers will be able to help employees inspire greater commitment and responsibility for the work they do, and thus achieve the organisation's stated goals. You decide!
Scope of the video course:
Meet the lead trainer
Catherine
Balcerkiewicz
I am a psychologist by training, a PTP Level I recommended business coach, a team coach and an organisation development consultant. I have been working in business for over 20 years, teaching managers the psychological mechanisms that happen in the management process. I have created an original HR Master programme dedicated to HR professionals, which is about to start its 5th edition. which enriches them with practical psychological knowledge of management and the processes that take place in organisations. You can rest assured that what is offered to you in this course not only takes into account the psychological mechanisms that govern our behaviour, but is also proven time and time again not only by me, but also by the HR professionals who have taught it.
Base yourself on facts
and not on your own opinions!
Well implemented feedback is key to developing and motivating employees
 - Systematic feedback helps employees identify areas for improvement and enables faster development of skills.
- The collaborative practice of feedback fosters a culture in which mutual support and development become a natural fit.
- Regular feedback strengthens communication skills, which promotes understanding of expectations and expression of needs.
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