Comprehensive Training Curriculum on The Art of Giving and Receiving Feedback Training PPT
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Complete Curriculum
- Activity: Unveil Blind Spots with Feedback
- How Well do I Give Feedback?
- How Well do I Receive Feedback?
- Defining Feedback and its Purpose
- Attributes for Giving and Receiving Feedback Effectively
- Benefits of Feedback
- Statistics Related to Workplace Feedback
- Recognizing Ineffective Feedback
- Making Feedback too Personal
- Making Feedback too Impersonal
- “Sandwich-ing” Negative Feedback
- Self-Assumptions by the Manager
- Postponing Feedback
- Setting Vague Expectations
- Types of Feedback
- Conduct-based: Formal, Informal, Formal vs. Informal Feedback
- Source-based: Manager’s Feedback, Peer-to-Peer Feedback, Self-Feedback
- Tone-based: Positive Feedback
- Why is Positive Feedback Essential?
- Mistakes to Avoid while Giving Positive Feedback
- How to Deliver Positive Feedback
- Positive Feedback Situations
- Tone-based: Negative Feedback
- Why is Negative Feedback Essential at Workplace?
- How to Provide Negative Feedback Positively?
- Impact of Negative Feedback on Employees
- Mistakes to Avoid While Providing Negative Feedback
- Tone-based: Constructive Feedback
- Sandwich Approach for Giving Constructive Feedback
- How to Give Constructive Feedback at Workplace?
- Best Practices for Constructive Feedback
- Constructive Feedback Examples
- Tone-based: Destructive Feedback
- Consequences of Destructive Workplace Feedback
- Tips for Managers to Deal with Destructive Feedback
- Constructive vs. Destructive Feedback
- Others: Praise (Appreciation), Criticism, Evaluation, Coaching, and Encouragement
- Key Takeaways
- Let’s Discuss
- Common Mistakes while Designing Feedback Process for Organization
- Not Conducting a Pilot Test
- Not Involving Key Stakeholders
- Compromising Confidentiality
- Not Clarifying the Use of Feedback
- Having Unfriendly Administration and Scoring
- Making it an Event rather than a Process
- What an Effective Feedback Cycle Should be Like?
- A Guide to 360 Degree Feedback
- Process and Need
- Best Practices
- Choose the Focus Areas
- Create a Feedback Culture
- Follow-up with the Employees
- Focus on Team Development
- Standardize Feedback Execution
- Ensure Anonymity and Confidentiality
- Dos and Don’ts
- 360 Degree Feedback vs. Performance Review
- Employee 360 Degree Performance Evaluation Form
- Feedback Frameworks Every Manager Must Know (including Templates)
- STAR Framework
- SBI Feedback Model
- DESC Model
- CEDAR Feedback Model
- DISC Framework to Deliver Feedback to Employees Based on Personality
- Dominance
- Influence
- Steadiness
- Conscientiousness
- Adopting a Growth Mindset to Embrace Feedback
- Techniques to Foster Growth Mindset at Workplace
- Growth vs. Fixed Mindset
- Developing a Feedback Culture in Organization
- Promote a Growth Mindset
- Formulate Feedback Guidelines
- Make Use of Feedback Channels
- Enrich Emotional Intelligence
- Automate Feedback with Tools
- Key Takeaways
- Let’s Discuss
- Definition and Purpose of Employee Feedback
- Models for
- Delivering Feedback:
- Prepare-Listen-Act
- Observation-Impact-Action
- Start Stop Continue
- Process for Delivering Feedback
- Identifying Opportunities to Give Feedback at the Workplace:
- For Positive Feedback
- For Negative Feedback
- Delivering Feedback to Employees with:
- Redirection (Purpose and Process)
- Reinforcement (Purpose and Process)
- Major Feedback Blocks exhibited by Employees
- The Truth Trigger
- The Relationship Trigger
- The Identity Trigger
- The Priority Trigger
- Guidelines for Giving Feedback Effectively
- Create the Right Feedback Culture
- Get the Relational Setting Right
- Base the Feedback on Honesty and Authenticity
- Keep Emotions in Check
- Link Specific Situations with Behavior
- Indulge in a Conversation and Avoid the Monologue
- How to Navigate Difficult Conversations with Employees?
- Negative Feedback Areas
- Guidelines to Navigate Difficult Conversations
- Tips to Handle Emotional Responses While Giving Feedback:
- Denial
- Justification
- Emotions
- Acceptance
- Managing Non-Verbal Emotions while Giving Feedback
- Eye Contact
- Posture
- Facial Expressions
- Gestures
- Assessment Form to Deliver Employee Feedback
- Key Takeaways
- Let’s Discuss
- Receiving Feedback Constructively
- Benefits of Asking for Feedback from Manager
- Improve Performance in Current Role
- Prepare for Future Roles
- Prevent a Drop in Performance
- Strengthen the Working Relationship
- Reinforce Positive Habits
- Models for Receiving Feedback Constructively
- Feedback Staircase
- 4R Model for Receiving Feedback
- Steps for Receiving Feedback in a Constructive Manner
- Ask for as much detailed information as possible
- Paraphrase what you've heard
- Seek suggestions for improvement
- Thank the feedback giver
- Guidelines for Receiving Feedback
- Be Approachable
- Listen to Understand
- Ask for Examples
- Keep Things in Perspective
- Control Defensiveness
- Initiate Questions for Clarification
- Summarize and Reflect on What You Heard
- Try to be Non-Judgmental
- Ways to Respond to Destructive Criticism
- Role of Non-verbal Cues while Receiving Feedback
- Dos and Don’ts of Receiving Feedback
- Key Takeaways
- Let’s Discuss
- Manager as a Feedback Facilitator
- Practice Active Listening
- Exhibit Interest in Discussions
- Create a Safe Space for Individuals
- Have an Unbiased Perspective
- Set the Right Tone
- Have a Good Feedback Structure
- Learn the Art of Tackling Difficult Situations
- Praising Team Members in Organization
- Recognize a Project Hero
- Notice the Unsung Heroes Too
- Praise when a Team Member Initiates Changes
- Tie Efforts to a Bigger Purpose
- Tips for Giving Feedback to Seniors
- Consider your Tone
- Talk in Person
- Keep it Centered Around Work
- Be Solution-Oriented
- Don’t Forget to Recognize them
- Address it as Soon as Possible
- Focus on One Thing at a Time
- Tips for Giving Feedback to Peers
- Ask for Permission
- Use Passive Voice
- Show Empathy
- Make it a Two-Sided Conversation
- Be Clear and Specific
- Must Have Values to be a Great Manager!
- Key Takeaways
- Let’s Discuss
- Importance
- Purpose
- Scope
- Anonymity and Confidentiality
- Feedback-related Responsibilities of
- Employees
- Managers
- Feedback Procedure
- Means of Sharing Feedback:
- Verbal
- Written
- Process of Sharing Feedback:
- Set Job-Related Goals
- Monitor Progress
- Share Feedback
- Document the Feedback
- Follow Up
- Means of Sharing Feedback:
- Types of Feedback Comments:
- Compliment
- Concern
- Criticism
- Complaint Handling
- Record Keeping
- Feedback Forms
- Assessment Form
- 360 Degree Feedback
- Feedback Summary
- Feedback Posters
- Employee Feedback Benefits
- Facilitating Feedback
- Employee Emailer
- Fostering Feedback Culture
- Asking Feedback
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