WELCOME
LET'S EMBARK ON THIS TRANSFORMATIVE LEARNING EXPERIENCE TOGETHER AND UNLOCK THE TRUE POWER OF FEEDBACK!
LET’S START WITH THE 4th MODULE: SPREAD THE FEEDBACK CULTURE
Estimated Duration: 15 mins
MODULE 4
OBJECTIVES
Understand the importance of a collaborative workplace
Strengthen interpersonal communication skills
Foster a culture of continuous learning
IN THIS MODULE, YOU WILL DO
SELF-REFLECTION
PRACTICE
LEARNING
QUIZ
KEY POINTS
- Estimated Duration: 15 minutes
- Use your preferred method to take notes (i.e. physical notebook, OneNote, etc.), ensuring access anytime and anywhere. Your notebook plays a crucial role in tracking your progress!
- Choose a training buddy with whom you feel comfortable and at ease. To push your boundaries, consider seeking feedback from others after completing this training.
LET'S START WITH A SELF-REFLECTION
Think about the feedback you received at the end of module 3
Take 1 minute to self-reflect! - What was the first emotion I felt during the feedback? - Was it a pleasant or unpleasant emotion? - Why did I feel that emotion? - What did I learn?
‘‘Write it all on your notebook''
TRUE OR FALSE?
TRUE OR FALSE?
TRUE OR FALSE?
When you show deep empathy toward others, their defensive energy goes down, and positive energy replaces it. That’s when you can get more creative in solving problems
Stephen Covey
WHY A CULTURE OF FEEDBACK
Watch this short video
WHY A CULTURE OF FEEDBACK
Improve performance and productivity
Better teamwork and collaboration
Increase employee engagement
Continuous learning and development
Better employee retention
Improve communication
GIVING FEEDBACK IN A CHALLENGING ENVIRONMENT
CASE 1
- How to give feedback to your line Manager
IT IS NOT
Gather objective arguments and valid facts. Be specific. Be factual and express what you see.
Prepare yourself
Give feedback privately. In front of other team members, you’re risking activating your Manager’s defense barriers.
Initiate a 1:1 meeting
Don’t focus on the mistake
Let the conversation be about the solution of the problem – share ideas on how to better the situation.
Use ‘’I‘’ statements
People get defensive quite easily when they are the centre of negative attention. Introduce the problem from your point of view.
Bonus hint
A good approach would be to put your Manager in the role of advisor – ask for their advice.
Let’s practice!
Select the best response
GIVING FEEDBACK IN A CHALLENGING ENVIRONMENT
- How to give feedback that sticks
CASE 2
Imagine this scenario: you offer feedback and expect to see an improvement, but there is no change. You try again a few times and at some point, you give up. Why did nothing change? Well, the recipient doesn’t care about your feedback.
Here is the solution
Why?
- Every behaviour has multiple impacts
- Find the one that the other person cares about
- Adapt your feedback on that basis
Because the impact of their behaviour is less important to them than it is to you.
Let’s practice!
Select the most appropriate response.
HELP THE FEEDBACK RECEIVER TO HEAR WHAT YOU ARE SAYING
If you use generic words like “always”, you can cause a person to stop listening… and they won’t hear what else you have to say
Change to an informal environment
Take it as a learning experience no matter what kind of feedback it is
HELP THE FEEDBACK RECEIVER TO UNDERSTAND
Without examples, there is a chance they will misinterpret what you are saying
Change from face-to-face to written form
Ask another person to do it
HELP THE FEEDBACK RECEIVER TO ACCEPT AND ACT UPON IT
Even if a person has accepted it; it can take time to change. You can support them by recognising their efforts.
Change from face-to-face to written form
Show your desire to evolve and improve
4 REASONS WHY YOUR FEEDBACK DOESN'T WORK
Here is how to make feedback effective!
1 | Make sure people listen Don’t generalise Don’t use generic words like “always” or “never”
2 | Help people understand you Be specific and factual Give a recent example
4 | Help people change There is a huge gap between awareness and change Don’t expect change overnight Be supportive and recognise their efforts
3 | Allow time for acceptance Be patient Give people time to process
Let’s practice feedback!
Choose a person you feel comfortable with. It can be a colleague, a family member or a friend.
You each have 60 seconds to provide feedback on something you observed or experienced during the day. After the exercise, share your feedback experience and what you learned with each other.
This is a fun exercise to do, let's go!
Let’s practice giving feedback to your line Manager!
Think about positive or constructive feedback you would like to share with your Manager.
Prepare your feedback with the help of the A.I.R. method (refer to module 2 for a reminder if needed). Ask your Manager if you can share it with them.
Let’s go!
SPREAD A CULTURE OF FEEDBACK: KEY POINTS
A culture of feedback allows for greater communication, trust, learning and development
The more you share feedback, the easier it will be for the others to do the same spontaneously
Feedback culture is respect, communication, listening and benevolence
SPREAD A CULTURE OF FEEDBACK: KEY POINTS
The more you demonstrate giving feedback the right way, the easier it will be for others to do the same
Feedback culture is respect, communication, listening and benevolence
Feedback culture improves communication, trust, learning and development
SPREAD THE FEEDBACK CULTURE: KEY POINTS
Feedback culture is one of respect, communication, listening and kindness
The more you share feedback, the easier it will be for the others to do the same spontaneously
Feedback culture improves communication, trust, learning and development
CONGRATULATIONS!
YOU'VE SUCCESSFULLY COMPLETED THE 4th AND THE LAST MODULE.
This marks the end of the 4th module in our e-learning toolbox on feedback. We hope that you have found the content informative and engaging. By now, you should have a better understanding of the importance of feedback and how to play your part in creating a culture of feedback. The power is in your hands!
KEEP UP THE GOOD WORK!
MODULE 4
Module 4 - Spread the Feedback Culture
Moira Turner
Created on January 20, 2026
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Transcript
WELCOME
LET'S EMBARK ON THIS TRANSFORMATIVE LEARNING EXPERIENCE TOGETHER AND UNLOCK THE TRUE POWER OF FEEDBACK!
LET’S START WITH THE 4th MODULE: SPREAD THE FEEDBACK CULTURE
Estimated Duration: 15 mins
MODULE 4
OBJECTIVES
Understand the importance of a collaborative workplace
Strengthen interpersonal communication skills
Foster a culture of continuous learning
IN THIS MODULE, YOU WILL DO
SELF-REFLECTION
PRACTICE
LEARNING
QUIZ
KEY POINTS
LET'S START WITH A SELF-REFLECTION
Think about the feedback you received at the end of module 3
Take 1 minute to self-reflect! - What was the first emotion I felt during the feedback? - Was it a pleasant or unpleasant emotion? - Why did I feel that emotion? - What did I learn?
‘‘Write it all on your notebook''
TRUE OR FALSE?
TRUE OR FALSE?
TRUE OR FALSE?
When you show deep empathy toward others, their defensive energy goes down, and positive energy replaces it. That’s when you can get more creative in solving problems
Stephen Covey
WHY A CULTURE OF FEEDBACK
Watch this short video
WHY A CULTURE OF FEEDBACK
Improve performance and productivity
Better teamwork and collaboration
Increase employee engagement
Continuous learning and development
Better employee retention
Improve communication
GIVING FEEDBACK IN A CHALLENGING ENVIRONMENT
CASE 1
- How to give feedback to your line Manager
IT IS NOT
Gather objective arguments and valid facts. Be specific. Be factual and express what you see.
Prepare yourself
Give feedback privately. In front of other team members, you’re risking activating your Manager’s defense barriers.
Initiate a 1:1 meeting
Don’t focus on the mistake
Let the conversation be about the solution of the problem – share ideas on how to better the situation.
Use ‘’I‘’ statements
People get defensive quite easily when they are the centre of negative attention. Introduce the problem from your point of view.
Bonus hint
A good approach would be to put your Manager in the role of advisor – ask for their advice.
Let’s practice!
Select the best response
GIVING FEEDBACK IN A CHALLENGING ENVIRONMENT
- How to give feedback that sticks
CASE 2
Imagine this scenario: you offer feedback and expect to see an improvement, but there is no change. You try again a few times and at some point, you give up. Why did nothing change? Well, the recipient doesn’t care about your feedback.
Here is the solution
Why?
Because the impact of their behaviour is less important to them than it is to you.
Let’s practice!
Select the most appropriate response.
HELP THE FEEDBACK RECEIVER TO HEAR WHAT YOU ARE SAYING
If you use generic words like “always”, you can cause a person to stop listening… and they won’t hear what else you have to say
Change to an informal environment
Take it as a learning experience no matter what kind of feedback it is
HELP THE FEEDBACK RECEIVER TO UNDERSTAND
Without examples, there is a chance they will misinterpret what you are saying
Change from face-to-face to written form
Ask another person to do it
HELP THE FEEDBACK RECEIVER TO ACCEPT AND ACT UPON IT
Even if a person has accepted it; it can take time to change. You can support them by recognising their efforts.
Change from face-to-face to written form
Show your desire to evolve and improve
4 REASONS WHY YOUR FEEDBACK DOESN'T WORK
Here is how to make feedback effective!
1 | Make sure people listen Don’t generalise Don’t use generic words like “always” or “never”
2 | Help people understand you Be specific and factual Give a recent example
4 | Help people change There is a huge gap between awareness and change Don’t expect change overnight Be supportive and recognise their efforts
3 | Allow time for acceptance Be patient Give people time to process
Let’s practice feedback!
Choose a person you feel comfortable with. It can be a colleague, a family member or a friend.
You each have 60 seconds to provide feedback on something you observed or experienced during the day. After the exercise, share your feedback experience and what you learned with each other.
This is a fun exercise to do, let's go!
Let’s practice giving feedback to your line Manager!
Think about positive or constructive feedback you would like to share with your Manager.
Prepare your feedback with the help of the A.I.R. method (refer to module 2 for a reminder if needed). Ask your Manager if you can share it with them.
Let’s go!
SPREAD A CULTURE OF FEEDBACK: KEY POINTS
A culture of feedback allows for greater communication, trust, learning and development
The more you share feedback, the easier it will be for the others to do the same spontaneously
Feedback culture is respect, communication, listening and benevolence
SPREAD A CULTURE OF FEEDBACK: KEY POINTS
The more you demonstrate giving feedback the right way, the easier it will be for others to do the same
Feedback culture is respect, communication, listening and benevolence
Feedback culture improves communication, trust, learning and development
SPREAD THE FEEDBACK CULTURE: KEY POINTS
Feedback culture is one of respect, communication, listening and kindness
The more you share feedback, the easier it will be for the others to do the same spontaneously
Feedback culture improves communication, trust, learning and development
CONGRATULATIONS!
YOU'VE SUCCESSFULLY COMPLETED THE 4th AND THE LAST MODULE.
This marks the end of the 4th module in our e-learning toolbox on feedback. We hope that you have found the content informative and engaging. By now, you should have a better understanding of the importance of feedback and how to play your part in creating a culture of feedback. The power is in your hands!
KEEP UP THE GOOD WORK!
MODULE 4