DAY 2: Lead with Feedback and Courage
This is part of the certificate course, Mastering Management: Feedback, Coaching and Performance
Overview
The Day 2 module gives participants the tools and mindset to engage in effective feedback and challenging conversations. The session begins with the SBI (Situation–Behavior–Impact) model, providing a simple but powerful framework for delivering feedback that is clear, specific, and growth-oriented. Participants explore how positive and constructive feedback contribute to employee development, and how authenticity, timing, and intention shape how feedback is received.
The session deepens with insights from Thanks for the Feedback by Stone and Heen, helping participants better understand their reactions to feedback and how their reaction helps them provide feedback to others. Through discussion and reflection, they identify personal triggers and begin to separate the content of feedback from the emotions it can evoke.
The day concludes with strategies for approaching difficult conversations with greater confidence. Participants learn to recognize the layers of challenging discussions, explore different perspectives, and lead conversations that build understanding while maintaining accountability.
This module includes
Facilitated session (4 hours)
Unit 4 – Giving Feedback (1 hour)
- Apply the SBI (Situation-Behavior-Impact) model to deliver clear, specific, and actionable feedback.
- Explore the impact of positive and constructive feedback, ensuring it is memorable and promotes a growth mindset.
- Practice structuring feedback conversations that balance authenticity, intent, and timing to foster open communication.
Unit 5 – Practice Giving and Receiving Feedback (90 minutes)
- Drawing on the book, Thanks for the Feedback: The Science and Art of Receiving Feedback Well by Douglas Stone and Sheila Heen, explore the three types of feedback—Appreciation, Coaching, and Evaluation—and their role in professional growth.
- Identify personal feedback triggers (Truth, Relationship, and Identity) that can make receiving feedback challenging.
- Develop strategies to receive feedback effectively by separating the message from the messenger and adopting a learning mindset.
Unit 6 – Difficult Conversations (90 minutes)
- Analyze the three layers of difficult conversations—What Happened, Feelings, and Identity—to better understand and navigate challenging discussions.
- Practice separating intent from impact and using curiosity to explore different perspectives and reduce defensiveness.
- Apply strategies for maintaining emotional control, fostering mutual understanding, and leading conversations toward productive outcomes.
Virtual facilitated activities (90 minutes each)
- Facilitated debrief on giving feedback; set expectation for application: difficult conversation
- Facilitated debrief on having a difficult conversation