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The Challenge:  Research with FMRI imaging shows that when we receive feedback our brains are hardwired to detect (and react to) threats. These physiological and emotional reactions can prevent us from processing feedback, and can cause us to view the message as a challenge to our status, autonomy or sense of fairness.

Our Belief:  People managers can drive behaviour change more effectively by delivering brain-friendly feedback that minimises any threat response and ensures the recipient is focused on potential rewards. By communicating a positive intention and reducing the emotional charge of the message people managers can ensure team members remain engaged and fully accountable. 

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Key Components: By attending this workshop, participants will:

  • Understand how feedback conversations impact others on both a rational and emotional level.

  • Identify the 5 perceived threats that trigger emotional responses.

  • Learn how to effectively: give, receive and ask for feedback.

  • Providing positive and developmental feedback that helps others to get better at what they do.

  • Practice in role plays with realistic dilemmas giving "difficult" feedback in high stakes conversations.

  • Use positive praise to increase drive and motivation in team members.

Workshop Outcomes:

  • Become a role model in the way you give, receive and ask for feedback from others.

  • Creating a "continuous feedback culture" in teams to help team members reach their full potential.

  • Reduce the workload on people managers from the annual performance appraisal process.

Who Should Attend:

Supervisors, team leaders and people managers

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