Show your managers how to give objective, impartial feedback to help people improve their performance and develop their skills-without making them defensive.
Runtime: 20 Minutes
Contents:
DVD
Leader’s Guide
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One way to help people develop and grow is to use objective, non-judgmental feedback. But like any other skill, it’s one that your managers need to understand and then practice.
With this learning video, you can show them how to use feedback on a daily basis, not just in formal appraisals or performance reviews. There are lots of clear illustrations, enabling you to demonstrate feedback skills being used in a constructive and supportive way. Best of all, you can use the suggested activities in the trainer’s guide to encourage participants to practice these vital skills for themselves.
Show your managers how to give objective, impartial feedback to help people improve their performance and develop their skills-without making them defensive.
Learning Includes:
How to focus on what you see, not what you believe
How to focus on behaviour, not personality
Why you should keep feedback neutral and not make judgments
How to use feedback to inform, not to advise
How to make feedback supportive, not threatening
Why it’s important to keep feedback simple
How to receive feedback, as well as how to give it
Key Learning Points:
How to focus on what you see, not what you believe
How to focus on behaviour, not personality
Why you should keep feedback neutral and not make judgments
How to use feedback to inform, not to advise
How to make feedback supportive, not threatening
Why it’s important to keep feedback simple
How to receive feedback, as well as how to give it
Show your managers how to give objective, impartial feedback to help people improve their performance and develop their skills-without making them defensive.
Runtime: 20 Minutes
Contents:
DVD
Leader’s Guide
Key Learning Points:
How to focus on what you see, not what you believe
How to focus on behaviour, not personality
Why you should keep feedback neutral and not make judgments
How to use feedback to inform, not to advise
How to make feedback supportive, not threatening
Why it’s important to keep feedback simple
How to receive feedback, as well as how to give it
Please login to view the Full-Length Preview. If you don’t have an account, you can register here now.