Creating a Feedback-Rich Culture
Training overview
Supporting leaders to enhance their ability to give and receive feedback well – and ultimately to contribute to what Kegan and Lahey call a “Deliberately Developmental Organization” (B. Kegan and L. Lahey, 2016) – involves building awareness of ones mindset (fixed mindset vs growth mindset), the most common triggers of reactivity when receiving feedback (Truth Triggers, Identity Triggers, and Relationship Triggers) and enhancing skill at navigating difficult conversations, both in terms of behavioral skills (Inquiry, Summarizing, Empathy) and emotional intelligence and self-management.
Based on essential research from thought leaders such as Jennifer Garvey Berger, Sheila Heen and Douglas Stone, Kim Scott, Robert Kegan and Lisa Lahey, and others, these sessions combine best in class development frameworks and animate it through highly experiential, reflective, and engaging learning experiences
Key takeaways
Creating a feedback-rich culture requires building awareness of mindset (fixed vs. growth) and understanding common feedback triggers (Truth Identity and Relationship)
Leaders need to develop both behavioral skills (like Inquiry Summarizing and Empathy) and emotional intelligence for effective feedback conversations.
Drawing from leading research this session uses experiential and reflective learning to help leaders enhance their feedback-giving and receiving abilities.
