- Leverage feedback conversations to transform and inspire the performance of peers, direct reports, and frequent collaborators
- Identify the theories behind three common reactions when receiving feedback, and discover how awareness of those reactions expands our capacity to grow
- Connect three types of feedback to daily personal and professional leadership scenarios
- Discover and apply exercise content to current leadership situations and processes
- Develop an action and implementation plan of new feedback and coaching communication competencies
Thanks for the Feedback
Clarifying Our Approaches &
Responses to Feedback
We are constantly receiving feedback. A dinner invitation, a performance bonus, a book recommendation, a speeding ticket: each one says something about who we are and how we are perceived. Feedback is not just a formal conversation that happens once a year in an annual performance review. Feedback is everywhere, all the time, and our ability to hear it, process it, and grow from feedback is one of the most important skills any leader can develop.
This giving and receiving feedback workshop draws on research from the Harvard Negotiation Project to equip participants with key strategies for both sides of the feedback conversation. Participants explore the three types of feedback, uncover why we react the way we do when feedback lands, and learn how to more effectively give, receive, and use feedback to transform performance and strengthen working relationships. Whether the goal is to have tougher conversations with more confidence, receive difficult feedback more gracefully, or build a team culture where candid coaching is the norm, this session delivers a practical, research-backed framework and an action plan participants can put to work immediately.
What You'll Learn
During this giving and receiving feedback workshop, participants will:
Leadership Behaviors You'll Develop
As a result of this session, participants will be able to enhance their leadership capabilities through the following behaviors:
- Soliciting and acting on feedback as a tool for continuous personal and professional growth
- Providing constructive feedback that genuinely helps others reach their full potential
- Proactively addressing issues and concerns with both confidence and care
- Providing positive reinforcement to ensure continued engagement and sustained momentum
- Creating actionable next steps to build an even more effective and connected team
Who Is This Workshop For?
This workshop is valuable for leaders at every level who want to give feedback more effectively, receive it more gracefully, and help build a culture where candid, growth-oriented conversations are the norm. It is especially powerful for teams navigating performance conversations, annual reviews, or any initiative aimed at strengthening feedback culture across the organization.
Related Workshops
Learning Objectives:
- Define the concepts of EMOTIONAL AGILITY and PSYCHOLOGICAL SAFETY, and explore the building blocks that allow this to prosper in an individual level and within a team environment
- Explore the five common “THINKING TRAPS” that get people stuck, and practice five communication and trust-based “ESCAPE ROUTE” strategies to help yourself and others break free
- Empower team members to speak their minds, and encourage emotional openness from others
Key Themes & Leadership Behaviors:
- Psychological Safety
- Building Trust
- Effective Communication
Learning Objectives:
- Differentiate between the concepts of COACHING and MENTORING in our leadership style
- Experiment with coaching methodologies to enhance our skill set, and determine the strategic questions that inspire others to feel empowered to act
- Develop an action + implementation plan for positive, long-term behavior change
Key Themes & Leadership Behaviors:
- Coaching for Empowerment
- Asking Strategic Questions + Active Listening
- Talent Development
Learning Objectives:
- Define the concepts of EMOTIONAL AGILITY and PSYCHOLOGICAL SAFETY, and explore the building blocks that allow this to prosper in an individual level and within a team environment
- Explore the five common “THINKING TRAPS” that get people stuck, and practice five communication and trust-based “ESCAPE ROUTE” strategies to help yourself and others break free
- Empower team members to speak their minds, and encourage emotional openness from others
Key Themes & Leadership Behaviors:
- Psychological Safety
- Building Trust
- Effective Communication
Learning Objectives:
- Differentiate between the concepts of COACHING and MENTORING in our leadership style
- Experiment with coaching methodologies to enhance our skill set, and determine the strategic questions that inspire others to feel empowered to act
- Develop an action + implementation plan for positive, long-term behavior change
Key Themes & Leadership Behaviors:
- Coaching for Empowerment
- Asking Strategic Questions + Active Listening
- Talent Development
Learning Objectives:
- Determine personal approach to conflict conversations, and discover the five differing conflict styles
- Identify benefits and potential obstacles for each style to clarify effective conflict communication strategies
- Develop an action + implementation plan for positive, long-term behavior change
Key Themes & Leadership Behaviors:
- Effective Communication
- Adaptability + Assertiveness
- Consensus Building + Alignment
Learning Objectives:
- Explore the three types of motivation and engagement, taking a pulse on current organization-wide strategies and opportunities for the future
- Experiment with three unique theories to immediately increase intrinsic motivation
- Develop an action + implementation plan for positive, long-term behavior change
Key Themes & Leadership Behaviors:
- Engagement + Motivation
- Talent Strategy + Development
- Leading with Values
- Active Listening
Learning Objectives:
- Determine personal approach to conflict conversations, and discover the five differing conflict styles
- Identify benefits and potential obstacles for each style to clarify effective conflict communication strategies
- Develop an action + implementation plan for positive, long-term behavior change
Key Themes & Leadership Behaviors:
- Effective Communication
- Adaptability + Assertiveness
- Consensus Building + Alignment
Learning Objectives:
- Explore the three types of motivation and engagement, taking a pulse on current organization-wide strategies and opportunities for the future
- Experiment with three unique theories to immediately increase intrinsic motivation
- Develop an action + implementation plan for positive, long-term behavior change
Key Themes & Leadership Behaviors:
- Engagement + Motivation
- Talent Strategy + Development
- Leading with Values
- Active Listening
View More Workshops
View More Workshops
Frequently Asked Questions
What are the three types of feedback explored in this feedback training workshop?
This workshop explores appreciation feedback, coaching feedback, and evaluative feedback. Participants learn the distinct purpose of each type and how to deploy them intentionally, so every feedback conversation is clear, appropriate, and genuinely oriented toward growth and stronger performance.
Why do people react negatively to feedback even when it is well-intentioned?
The workshop identifies three common triggers that can get in the way of truly hearing feedback. When any one of these triggers is activated, it acts as a wall between us and the message being delivered, making it nearly impossible to receive what is being shared. Understanding that these triggers exist, and learning to recognize when they have been activated, is what allows us to move past them and use feedback as the growth tool it is intended to be.
Does this workshop focus more on giving or receiving feedback?
Both sides are explored with equal depth and attention. Many participants find the receiving feedback component especially eye-opening, because understanding how we process and respond to feedback is the foundation for becoming a more skilled, empathetic, and effective feedback giver. The two capabilities strengthen each other.
How does this feedback workshop support performance management and leadership development?
When leaders and team members share a common language around feedback, including what type of feedback is being offered and how to process and act on it, performance conversations become more productive, more specific, and more meaningfully connected to real growth. This workshop makes those conversations easier to initiate and far more effective when they happen.
Can Thanks for the Feedback be integrated into a broader leadership development program?
Absolutely. It integrates naturally into a leadership series alongside Coaching to Full Potential, The DNA of Engagement and Motivation, and Talent Catalyst for a comprehensive approach to people leadership, performance conversations, and team development.
Jacob Goldstein
Jacob Goldstein is the founder of The Leadership Laboratory, and leverages his experiences in education, the performing arts, and corporate learning & leadership development to his work. As a performer, Jacob has sung as a backup vocalist for musical artists such as Josh Groban, Idina Menzel, and Patti LuPone, as a recording artist for Netflix series Sense8, and at venues including The United Center, The Chicago Theater, and Chicago Symphony Center. In the education space, Jacob has served as an educator for high school, undergraduate and graduate students, and has been a Guest Lecturer at Northwestern University since 2016. As a Learning & Leadership Development Consultant, Jacob has worked as a one-on-one coach and group workshop facilitator to organizations ranging from startups to Fortune 500 companies in diverse industries, including technology, healthcare, non-profit, and fashion/apparel. Jacob holds a Bachelor’s degree from The University of Illinois at Urbana-Champaign, and a Master’s of Science in Communication from Northwestern University.
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