No topic in my Manager Development Program generates more energy than performance feedback. Everyone knows feedback is essential. Almost everyone admits wanting help with strategies for the difficult (constructive) feedback discussions.

Good People—Your People Want More and Better Quality Feedback!

Delivered properly, feedback is a powerful coaching tool for promoting performance, increasing engagement, supporting learning, and reinforcing accountability. 

From my surveys of thousands of professionals across my workshops, over 70% of respondents indicate they want more and better quality feedback. 

Think about that. Good people—your carefully selected and developed team members WANT more and better quality feedback. After all, good people want to learn, grow, and excel. Feedback is part of the formula for success.

Where We Can Use Some Help With Performance Feedback

From the workshops, here’s where people indicate struggling:

It’s almost always with constructive feedback where managers feel like they’re criticizing their team members. They’re worried about damaging relationships or creating stressful situations.

Some individuals make giving feedback challenging. Raise your hand if you know one. (You can all put your hands down now.)

The discussions focus on the past. (Hint: they should look forward.)

Hearsay feedback—the he said/she did discussion feels unfair to the receiver. It is. 

This is a No-Brainer for You and Your Managers (It’s time/cost-effective with a big impact!)

I want to help.

I run the Open Enrollment Feedback Skills Boot Camp just a few times per year, and it’s coming up on November 16 from noon to 3 central. It’s just 3-hours and $147. 

What You Gain:

In this three-hour program, I help you sharpen your skills to unlock excellence with your team members. In this session, you learn:

-A simple but powerful formula to help you design and deliver a quality feedback discussion every time. 

-How to turn feedback into a much more effective feed-forward discussion. (You build success in the future, not the past!)

-How to manage the most common “difficult receiver” scenarios, including The Arguer, The Silent Receiver, the Turn-It-On-You, and more. 

-Guidance for giving feedback to bosses. They want and need it, too; however, an extra layer of finesse is sometimes merited. 

I Challenge You to Use the Strategies and Approaches Immediately

This is one of my favorite programs to run in large part because you can take the ideas and use them immediately for great results. One client offered: “Art, I took you up on your challenge to use the approaches just one hour after our program ended. I spent a few minutes designing my approach and planning how to shift the dialog to the future. It worked! The individual thanked me. I’m thanking you.”

Join Us—This is a Small Time/$ Investment to Tune/Refine Career-Long Skills! 

I hope you can join. It’s an incredible professional development bargain at $147 per seat. Learn more and register here. 

It’s for Every Professional Across Every Industry

In the past year, people with titles that have taken this program include therapist, counselor, manager, senior manager, director, general manager, nursing manager, program/project manager, team lead, IT director, HR manager, vice-president, principal, plant manager, support manager, and one COO. 

The industries represented this year included software, professional services, healthcare/behavioral health, imaging, manufacturing, medical device manufacturing, plastics manufacturing, insurance, biochemical, government, higher education, secondary education, semiconductor manufacturing, financial services and more. 

Note: every new(er) manager should attend this program. 

Just Three Hours to Unlock Excellence with Improved Feedback Skills

Join me for three hours on November 16 from noon to 3 central via Zoom and strengthen your skills and help your team members unlock excellence with and through better feedback discussions.

Learn More and Register or to discuss a session for just your team)

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