Wouldn’t it be great if performance-related conversations always led to an improvement in performance?
Feedback or Criticism? An interactive group-coaching workshop
- Created to help organisations empower their leaders and line-managers to conduct ‘real’ conversations that lead to a change in engagement and performance
- Delivered to a range of organisations to great effect including HBOS, M&S and Harrods
- Available as an experiential coaching workshop; it can be squeezed into 3 hours; 1-day is optimal
- Also available as a licensed ‘train-the-trainer’ programme
“This gives you a toolkit to overcome the perception of conflict that might surround problem issues. It removes the risk of personal emotion being attached and it works. For any manager that has ever experienced that “Oh God, I’ve got to sort this out” feeling – this is your answer!”
Martin Moll – Head of Marketing – Honda UK
The workshop provides a variety of precise, professional coaching tools that empower line-managers to:
- Address performance positively, fearlessly and effectively
- Reduce the opportunity for defensive reactions
- Be mindful of the intentions of a conversation
- Move from box-ticking exercise to real conversation
- Communicate clearly and eliminate misunderstandings
- Feel equipped with techniques to deal with any ‘fall out’ if the recipient reacts badly
The book that supports this session is available at waterstones.com. Volume discounts are available to organisations using this approach for performance management and we offer the option to create a bespoke, branded version of the book when ordering more than 100 copies.
What we cover…
This workshop creates real shifts in behaviour by addressing ‘how’ people communicate rather than just addressing ‘what’ they communicate and provides a toolkit of techniques:
Setting it up
Reduce the possibility of misunderstandings and defensive reactions by:
- Reminding yourself and others of the positive intentions of the conversation
- Structuring the introduction to make it clear ‘where you are coming from’
- Dealing with any ‘elephants in the room’
- Making it difficult for people to ‘shoot the messenger’
Qualifying feedback
Lead the recipient to really understand their feedback by:
- Recognising that even precise feedback is ambiguous and subjective
- Using precise questioning techniques to get to the bottom of current performance without resistance
- Facilitating a process of real self-discovery rather than gathering evidence and ‘pinning it on them’
- Using a precise coaching technique to provoke change easily
Managing the dynamics
Keep the conversation ‘on track’ whatever happens by:
- Maintaining the focus on the performance of the individual and the intention of the conversation
- Using language techniques to negate argument and constantly maintain the dynamic of agreement
- Paying attention to future development as well as past performance
Preconceptions
The workshop provokes a shift in mindset by:
- Providing a deeper understanding of the psychology behind the inter-personal dynamics
- Using research, stories and examples to challenge any preconceptions
- Suggesting more useful ways of perceiving the interaction
“Noggin has helped me to deal with situations that otherwise might have been a flash point or negative interaction – I now have a set of skills to help me to deal with these situations in a constructive way. I can see I’m getting a much more positive response from people, which can only be a good thing.”
Tim Kiy – Director of Internal Communications – FTSE 100 Company
