Feedback is essential for everyone. We need it to guide our professional growth and to empower us to pinpoint the skills and knowledge we need to improve and be great at our jobs. Feedback is essential for success, yet more often than not, it is greeted with apprehension both by the person giving and the person receiving it. The end result is that crucial feedback is often lost in the wash of negative emotions we usually feel, especially when giving negative feedback. Further, the negative emotions surrounding feedback can undermine working relationships instead of creating an partnership built on honesty and cooperation toward shared goals.

What if both the manager, who is giving feedback, and employee, who is accepting it, took responsibility in the feedback process? How might that change the relationships we have as coworkers and the relationship we have to feedback? Can you imagine the process of giving feedback being something everyone looked forward to? Think of the growth that could become possible if so much of our feedback was not lost in the noise of fearful emotions.

This will teach you how to facilitate a one-on-one conversation about improving the way employees accept feedback. In addition, this course will teach you how to use supplemental coaching methods to accelerate the development of the way employees accept feedback. This course is roughly 2 hours in length and provides instruction which facilitates one-on-one conversation, provides you supplemental coaching methods, and provides multiple, varied downloads that can guide you in your pursuit of coaching employees to accept feedback.

Here are some of the benefits to coaching employees to accept feedback:

1. By coaching employees to accept feedback, we can ensure that feedback is strategically utilized
2. Turn the process of giving feedback from anxious to positive and accepting
3. Faster, more strategic and targeted growth from employees coached to better accept feedback
4. Use feedback to create a sense of caring and grow relationships
5. Feel less tenuous about giving feedback knowing how it will be received

And much, much more!