PURPOSE OF THE PROGRAM
Provide knowledge and skills on how to receive and give feedback regarding behavioral habits and attitudes in a manner that leads to optimal outcomes for both the receiver and the giver. The insights gained can be applied in a performance appraisal context as well as any other feedback situation.
APPROACH
Based on behavioral research and neurosciences, we provide participants with all the necessary elements (knowledge, documentation, practical exercises, etc.) to engage in impactful conversations. The program incorporates latest research and best practices in:
- Psychology of Mindfulness Related to Increasing Self-recognition, Self-awareness, and Others’ Awareness
Leaders are encouraged to identify their blind spots through exercises designed to increase self-recognition, self- awareness and others’ awareness. They are also shown how to see the connection between their blind spots and job-related, positive behavioral habits. - Maximize and Sustain Learning
During the program, leaders practice in session the steps required to give and receive feedback in an impactful manner. They also share perspectives; thereby, maximizing on the group’s collective wisdom.
KEY COMPETENCIES
Leaders will learn how to:
- Hold a productive and positive conversation during a feedback moment or situation
- Recognize how to bring their best forward in any feedback conversation
- Reinforce their collaborative mindset as they turn feedback into concrete action
- Communicate feedback with clarity and neutral language – to direct reports, peers, or manager
- Take ownership of their professional development
FOUR PHASES TO IMPACTFUL CONVERSATIONS
PHASE 1: IDENTIFYING BLIND SPOTS
- Learn how to identify blind spots, defined as either performing actions that impact people negatively or not doing actions that also have a negative impact
- Learn how to identify behavioral habits to overcome blind spots, and engage others in helping increase those behavioral habits
PHASE 3: PROVIDING FEEDBACK
- Learn the process to facilitate on-going development by using a language that conveys growth and optimism
- Give feedback that will help the person grow and the organization move forward
PHASE 2: TAKING FULLOWNERSHIP
- Take ownership of the feedback and turn it into action
- Communicate and share preferences in receiving feedback to maximize personal growth
PHASE 4: SHARING YOUR PERFORMANCE IMPROVE- MENT GOALS
- Develop an action plan that demonstrates motivation to work through the blind spots to achieve desired optimal functioning in relation to key organizational capabilities
