Delivering Constructive Criticism

SCHEDULE

No schedule at the moment

If you have three or more candidates or you would like to run this course as an in-house programme, please contact us.

COURSE AIMS

Delivering Constructive Criticism is one of the most challenging things for anyone. Through this workshop your participants will gain valuable knowledge and skills that will assist them with this challenging task. When an employee commits an action that requires feedback or criticism it needs to be handled in a very specific way.

Constructive Criticism if done correctly will provide great benefits to your organisation. It provides the ability for management to nullify problematic behaviors and develop well rounded and productive employees. Constructive feedback shows an employee that management cares about them and will invest time and effort into their careers.

WHAT WILL YOU GAIN FROM THIS COURSE?

Knowing how to deal with:

  • Understand when feedback should take place
  • Learn how to prepare and plan to deliver constructive criticism
  • Determine the appropriate atmosphere in which it should take place
  • Identify the proper steps to be taken during the session
  • Know how emotions and certain actions can negatively impact the effects of the session
  • Recognise the importance of setting goals and the method used to set them
  • Uncover the best techniques for following up with the employee after the session

SAMPLE COURSE CONTENT

Below is an example of the course content that highlights some of the course’s key learning points. As part of your training program, we will modify content as needed to meet your business objectives. Upon request, we will provide you with a copy of participant materials prior to the session(s).

When Should Feedback Occur?
  • Repeated Events or Behavior
  • Breaches in Company Policy
  • When Informal Feedback Has Not Worked
  • Immediately After the Occurrence
  • Case Study
  • Review Questions
Preparing and Planning
  • Gather Facts on the Issue
  • Practice Your Tone
  • Create an Action Plan
  • Keep Written Records
  • Case Study
  • Review Questions
Choosing a Time and Place
  • Check the Ego at the Door
  • Criticise in Private, Praise in Public
  • It Has to Be Face to Face
  • Create a Safe Atmosphere
  • Case Study
  • Review Questions
During the Session (I)
  • The Feedback Sandwich
  • Monitor Body Language
  • Check for Understanding
  • Practice Active Listening
  • Case Study
  • Review Questions
During the Session (II)
  • Set Goals
  • Be Collaborative
  • Ask for a Self-Assessment
  • Always Keep Emotions in Check
  • Case Study
  • Review Questions
Setting Goals
  • SMART Goals
  • The Three P’s
  • Ask for Their Input
  • Be as Specific as Possible
  • Case Study
  • Review Questions
Diffusing Anger or Negative Emotions
  • Choose the Correct Words
  • Stay on Topic
  • Empathize
  • Try to Avoid “You Messages”
  • Case Study
  • Review Questions
What Not to Do
  • Attacking or Blaming
  • Not Giving Them a Chance to Speak
  • Talking Down
  • Becoming Emotional
  • Case Study
  • Review Questions
After the Session (I)
  • Set a Follow-Up Meeting
  • Make Yourself Available
  • Be Very Specific with the Instructions
  • Provide Support and Resources
  • Case Study
  • Review Questions
After the Session (II)
  • Focus on the Future
  • Measuring Results
  • Was the Action Plan Followed?
  • If Improvement is Not Seen, Then What?
  • Case Study
Wrapping up
  • Words from the Wise
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