Feedback & Coaching Skills Workshops
Learn the skills, tools & frameworks for having meaningful, specific and constructive feedback conversations.
Do you sometimes struggle when it comes to providing feedback?
Typically, I start my Feedback & Coaching Skills workshops with this question - “How do you feel about giving feedback?”
In every single workshop I hear at least one or two of these responses …
“Oh, I’m fine with giving positive feedback. Not so much when it’s feedback for improvement!”
“I hate it! I’d prefer to do just about anything else.”
“It really depends on the team member. Some are easy to give feedback to. Others, not so much…”
“I tend to get really anxious before the conversation - and then rush and blurt it out as quickly as possible!”
“I get really worried about how the other person will react. I just really don’t want to upset them.”
Giving feedback can be really hard.
Let’s face it. Giving feedback can be really hard.
In part, this is because many leaders aren’t really taught the skills and tools to have effective feedback conversations. In many cases they’ve never even been the recipient of a good feedback conversation (so don’t really know what it looks like).
And we’re all human, right? As humans, we’re wired to avoid conflict - and any other form of ‘rocking the boat’, so that other people don’t reject us. It’s a social, evolutionary thing that (often unknowingly) influences our behaviour.
But here’s the thing…
If you are a leader, part of your job is to give feedback. Feedback plays a crucial role in developing talent, improving morale, solving problems, creating clarity, and building the right culture.
The good news… (yay!)
The good news is that there are practical tools, skills, and frameworks that can help you to get REALLY good at giving feedback (of all kinds), making you into the great people leader that you want to be.
“I wanted to say thank you so much for the training session yesterday on feedback and coaching. I found all of the information super insightful and the format engaging. I’d say I give feedback multiple times a week but I find it awkward no matter how well prepared I am. The session yesterday gave some great pointers on how to frame feedback and also highlighted the little mistakes I have made that were likely going to become habits if left unchecked!”
Feedback & Coaching Skills Programs
This program provides you with the skills, tools, and frameworks for having meaningful, specific and constructive feedback conversations.
It includes a strong emphasis on adopting a very open, curious and ‘human’ approach. In turn, this helps you to deliver feedback while cultivating greater levels of trust, clarity, connection, and psychological safety.
You can learn these skills in one of 3 different ways:
Individual Coaching
Sign up for a personalised, 1-1 coaching program aimed at supporting your specific requirements.
Delivered remotely via several individual sessions timed to suit your needs.
Small Group Programs
Join a small group of 4-5 other participants and learn via a series of short, facilitated sessions.
Delivered remotely over several weeks with options for additional 1-1 support.
Company Workshops
Ask your organisation to arrange training for a specific group of participants or leaders.
Delivered remotely with various options around timing and 1-1 support.
A little taste of what you’ll learn…
About the 4-Step Feedback & Coaching Framework…
The characteristics of good feedback conversations
What is missing from many existing feedback models
A 4-step framework that can be applied to any feedback or coaching conversation
Skills and tips for setting up feedback conversations
A technique for putting feedback into perspective & avoiding misinterpretation
The most common mistakes when providing feedback
Why remote feedback conversations can be harder (and what to do about it)
How to demonstrate the 7 key skills of good listeners
Strategies for creating a more open, two-way dialogue
Why you need to tame your “advice monster”
How to ask good, open-ended questions
How to respond to others’ emotions (e.g. when they become angry, upset, or defensive)
Techniques for agreeing on actions & next steps
About the ‘psychology’ of feedback conversations…
Why it’s important to understand our social brains
How feedback can pose a risk to “psychological safety”
The role of negativity & confirmation bias
Common triggers that can hijack feedback conversations (& what to do about them!)
Hi, I’m Leisa!
A little bit about me…
Hi, I’m Leisa! The first thing you should know about me is that I’m a total nerd when it comes to anything relating to psychology, leadership, performance and workplace behaviour…
I’m also a formally registered business psychologist, with a Masters in Organisational Psychology. I’ve been working as a leadership development specialist, coach & facilitator for 16 years now - and still love it!
“Clear is kind. Unclear is unkind.”
You’ll also have access to the following…
One of the key aims of the program is to set you up for success after the training.
As such, you’ll have unlimited access to a broad range of resources & tools to help you confidently go away and apply all of your skills and learning in ‘real life’. This also allows plenty of time for you to embed your new skills & learning. After all, practice makes progress!
Additional resources include:
Access to a range of instructional videos
A set of practical, structured ‘Conversation Guides’
Lots of other helpful worksheets, resources & questionnaires.
How do I know if this program is right for me?
This program is ideal for you if…
Feedback makes you anxious - and you want to get past that.
You’re a new leader who has taken on direct reports for the first time.
You want to be known as a leader who grows & develops others.
You want to learn strategies for being “clear but kind” when providing feedback.
You aren’t great with giving feedback, so want to build your skills / toolkit / confidence.
You’re a psychology nerd like me!
This program is NOT ideal if…
You aren’t prepared to consider your own approach, behaviour & impact on others.
You are simply looking for a ‘quick fix’ to what you view as a “performance issue”.
You aren’t prepared to challenge your own biases, beliefs, and assumptions.
You don’t have any interest in understanding other people’s needs, motives & challenges.
