Our Team Development workshops help teams work better together. This section is focused on building stronger relationships, improving communication, increasing trust and creating greater alignment around how a team operates.
To help teams give clear, timely and effective feedback that improves performance, builds confidence and supports development. Strengthen the skills needed to choose the right type of feedback, at the right time, in a way that is specific, constructive and more likely to be heard.
Learning Objectives
Understand the purpose of feedback and the difference between reinforcing performance and supporting development
Understand the purpose of feedback and the difference between reinforcing performance and supporting development
Recognise when to use different types of feedback, depending on the situation, timing and desired outcome
Recognise when to use different types of feedback, depending on the situation, timing and desired outcome
Identify the behaviours and skills that make feedback clearer, more balanced and more effective
Identify the behaviours and skills that make feedback clearer, more balanced and more effective
Develop practical strategies to deliver feedback in a way that builds awareness, action and accountability
Develop practical strategies to deliver feedback in a way that builds awareness, action and accountability
Course content
Understanding the role of feedback in performance, learning and day-to-day people management
Understanding the role of feedback in performance, learning and day-to-day people management
Exploring the difference between motivational feedback (to reinforce effective behaviour) and developmental feedback (to improve future performance), and why both matter
Exploring the difference between motivational feedback (to reinforce effective behaviour) and developmental feedback (to improve future performance), and why both matter
Using structured feedback models such as EEC / EECC (Example–Effect–Change/Continue), Radical Candor (Care Personally, Challenge Directly), SBI (Situation–Behavior–Impact) and AID (Action–Impact–Development/Desired outcome) to make feedback more specific, behavioural and actionable
Using structured feedback models such as EEC / EECC (Example–Effect–Change/Continue), Radical Candor (Care Personally, Challenge Directly), SBI (Situation–Behavior–Impact) and AID (Action–Impact–Development/Desired outcome) to make feedback more specific, behavioural and actionable
Recognising how timing shapes impact, including when to use in-the-moment feedback, when to use developmental feedback conversations, and why future-focused feedback often drives stronger motivation than debating the past
Recognising how timing shapes impact, including when to use in-the-moment feedback, when to use developmental feedback conversations, and why future-focused feedback often drives stronger motivation than debating the past
Optional profiling tools that deepen the workshop experience
Insights Discovery Personal Profiles
Insights Discovery Personal Profiles
The Colour Works Leadership 360º
The Colour Works Leadership 360º
Insights Discovery Full Circle
Insights Discovery Full Circle
High Performance Coaching
High Performance Coaching
Delivery Options
This workshop can be delivered virtually or in person and can be tailored to your organisational language, culture and business context. It can sit as a stand-alone session or as part of a wider pathway, depending on the outcomes you want to achieve.
Potential Pathway options
We can combine similar modules to create a bespoke learning pathway for your teams and leaders.
How do teams give feedback that people actually hear?
Feedback lands better when it is specific, timely, balanced and delivered in a way that creates dialogue. This workshop helps participants build the confidence and structure to do that well.
Does the workshop cover positive feedback as well as developmental feedback?
Yes. Strong feedback skills include recognising success well, not just tackling what needs to improve.
Can this workshop help if feedback is often avoided or softened too much?
Yes. It is especially useful in teams where feedback feels awkward, inconsistent or too diluted to drive learning and performance.
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Let’s Build A Stronger Team Together!
Tell us what’s happening in your organisation and we’ll recommend the right next step.
