A Better Feedback Exchange

Connect learning to your work

A practical place
to begin.

Make feedback specific enough to discuss

Feedback is more useful when it describes an action and its effect rather than a judgment about a person's character. This Skill Lab explores both giving that account and listening to the response. It helps turn a one-way comment into a conversation about what happened and what could change.

In an illustrative exercise, a colleague's update omitted information another team needed. Prepare a description of the omission and the consequence, then ask for their perspective. They may have understood the requirement differently or lacked access to the information. Practice responding to that context without losing the issue that needs attention.

Agree on one useful adjustment

Choose an action that both people understand and can review. It might involve a clearer brief, a different check or a more explicit handoff. If you receive feedback in return, ask for a concrete example before deciding how to respond. Use a general workplace situation for practice, respecting the privacy of the people involved. The focus is a respectful, evidence-based exchange that helps the work, rather than using feedback to win an argument or expecting agreement with every interpretation.

Topics to explore

Your learning focus.

Start where you are

Who it’s for.

Managers and colleagues giving workplace feedback

Bring a workplace situation you want to approach differently. We can discuss your experience, priorities and the support that would be useful before agreeing on delivery.

Learning that fits your context

Explore your online options.

Ask about live online, self-paced or blended online learning. The available approach, content scope and schedule are agreed for your request.

Select a preference and optional participant count in your training request. You can also leave both open for discussion.