“I meant what I said and I said what I meant.”

Dr. Seuss





A recent study by Proctor and Gamble of senior executives found that feedback was the most crucial tool in leadership development. We all crave receiving genuine authentic and constructive information about how we are doing our jobs. This discussion is critical to developing an environment where employees understand how what they do is affecting the success of the business. Quite simply this is the best way to create engagement. And with some reports that between 50- 70 percent of people are not engaged by their work this is a critical problem. As important as this is, how to deliver effective feedback is often ignored. This is not something that comes naturally. So what is feedback, what is the difference between good and bad feedback. What is the goal of feedback, how should it be delivered? What are the different ways to create a feedback environment that does not rely entirely on the outdated hierarchal approach?

What We Offer

All participants will receive individual coaching and feedback from trained professional psychologists and business leaders. Our scientific advisors have years of clinical experience. Their knowledge is supplemented by our advisors who have held senior leadership positions in the private and public sector, as well as the military.

Our approach is based on creating as close to possible a real world experience. Participants will gain an understanding of the critical components of a feedback session, and how to structure an effective intervention from beginning to end. There will be opportunities to put theory into action. And we will give feedback on the feedback. The goal is to give a practical template and a confidence that what you practice can be delivered in a real situation.

Our programs are designed to appeal to all levels. Beginning with those required to give informal feedback, to more advanced programs for those who have to provide formal feedback,

What We Cover

  • The principles of effective Feedback
  • Setting the proper tone
  • Preparing for the session
  • Setting concrete objectives
  • Creating the right environment
  • Delivering constructive information
  • Effective Listening Techniques
  • Dealing with difficult subjects
  • Measuring and tracking results

What are your Options?

  • One on One sessions (3 hours)
  • Small groups (5 hours)
  • Large groups (All Day)