Course Objective & Scope
When feedback is saved for annual reviews or softened until the point is lost, behaviour never changes. This programme combines Kim Scott's Radical Candor (caring personally while challenging directly), the SBI (Situation-Behaviour-Impact) and COIN frameworks, clear distinction between appreciation and developmental coaching, and the skills of receiving feedback without defensiveness (Stone and Heen).
Participants rewrite real examples from their workplace—missed commitments, communication friction, strong contributions—and rehearse both giving and receiving feedback in structured practice rounds.
Who Should Attend?
- Managers and team leads giving regular performance and developmental feedback
- Specialists giving peer-to-peer feedback across matrix teams without formal authority
- Technical leads conducting code reviews, design critiques or project debriefs
- HR teams working to embed an open feedback culture
Key Takeaways
- Replace character labels and generalisations with observable Situation, Behaviour and Impact (SBI)
- Speak directly and empathetically without slipping into ruinous empathy or abrasive candour
- Pair observations with forward-looking suggestions (feedforward) and agreed next steps
- Manage truth, relationship and identity triggers when receiving feedback, and actively pull feedback
- Handle emotional reactions or pushback constructively during tough feedback conversations
Curriculum
Why Feedback Fails and the Radical Candor Framework
- Ruinous empathy versus obnoxious aggression
- Separating appreciation, developmental coaching and evaluation
Observable Language: SBI, COIN and Feedforward
- Replacing labels and mind-reading with Situation-Behaviour-Impact (SBI)
- Why the feedback sandwich backfires and what to use instead
- Connecting observations to future-focused feedforward
Receiving and Pulling Feedback
- Spotting truth, relationship and identity triggers
- Asking specific questions that invite honest feedback instead of 'Any feedback?'
Navigating Defensiveness and Emotional Reactions
- Holding the conversation steady through denial, deflection or silence
- Nuances of peer-to-peer and upward feedback
Feedback Practice and Role-Play Lab
- Scripting and rehearsing participants' real workplace cases
- Observer debriefs and designing a team feedback rhythm
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