Building better relationships

            Communicating skilfully

            Developing emotional intelligence and empathy    

            Managing change 

            Successful mentoring

            Developing self awareness 

             Applying the lessons of customer loyalty

            Developing Team effectiveness

            Growing organisational effectiveness

            Leading people

            Managing difficult conversations

            Learning from work

            Making informal learning less random

            Developing feedback skills                 

            Managing yourself

            Negotiation skills

            Operational management

            Problem solving and decision making

            Project management

            Self directed learning

            Some fundamentals of business finance 

            Managing people

            Successful coaching skills      

            The challenges of working in a Thinking Environment

            The real measures of customer service

A sample outline

 Developing Feedback Skills

 Objectives:

 Apply what you learn during and after this workshop and you will be able to...

            1.  Give feedback more often, for the right reasons, and achieve more positive outcomes.

            2.  Seek feedback more often, and from sources that have up to now been ‘no-go’ areas!

            3.  Focus on one actionable, specific issue at a time, and be ready for reactions to your feedback.

            4.  Use feedback as a powerful performance tool to address difficult issues and build on strengths.

            5.  Learn from your efforts to give and receive feedback more effectively to improve this key skill.             

    During the workshop we will work on questions like these: 

            What is feedback? How is feedback different to for instance, advice, praise or criticism? 

            Why is the ability to give feedback directly, skilfully and with positive outcomes so rarely seen?

            Is the ability to receive feedback more significant than the giving?

            Do you really believe that sandwiching two positives either side of the ‘real’ feedback works?

            Do you have the courage to seek more feedback? If you do, are you too comfortably selective?

            Why is feedback so often ‘saved up’ for formal reviews instead of being given when it should be?

            Is feedback avoided for fear that the outcome and fallout is greater than any likely benefit and value?

            Can you separate the message from the messenger to find real value in feedback more often?

            Do you know your ‘hot buttons’ that cause an instinctive reaction to feedback you don’t like?

            Is feedback often enough motivated by a desire to help, and to develop performance?

            Are you sometimes too broad in your comments, and insufficiently specific when giving feedback?

            Do you tend to give more negative feedback than positive? Could you develop more balanced habits?

            Is the feedback you give always based upon personally observed behaviour or experiences?

            When giving feedback do you focus on one specific significant issue at a time?

            Are you ready for the reactions your feedback may provoke? Do you consider this in advance?

            Can you appear relaxed, composed and calm when giving feedback, not stressed and anxious?

            Are you credible in the eyes of the person receiving the feedback? Do you walk your own talk?            

            Do you ensure you only give feedback around behaviours that can be changed and developed? 

            Do you leave the person receiving the feedback feeling that for them was a positive experience?

            What one, specific first step will you take to start applying your insights and show you have learned?