Delivering Constructive Criticism Training

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Critique generally has a negative reputation because many people feel bad after it. This is especially true in the workplace where there is always criticism after products are presented. It doesn't have that way. criticism can be used to build expectations for results and provide the knowledge necessary to make these expectations a reality. It's meant to correct mistakes and provide solutions for poor decisions. There is a culture that says criticism should be negative and we should feel guilty for it. It is false. Most criticism that we give, even though it is meant to help, ends up being wrong or offensive. This course is designed to teach your team how to constructively criticize.

There will always be criticism in the workplace. It is important to provide feedback to improve performance for employees and employers when it does, as it often will. It is important not to give hurtful criticisms. However, we must learn to offer kind criticisms to help create a community that can make suggestions for improvement and not make someone feel terrible for the rest of their day. These methods will teach team members how to use the sandwich technique in their criticism. This allows them to concentrate on the issue at hand and be specific but fair in their criticism. This course is essential in creating a workplace that continuously seeks improvement and doesn't want to lose its employees due to poor feedback skills. This course is well suited for sessions that require social skills, communication, professionalism. Contact us to learn more about our training courses and other services.

This training is customizable to fit your business. It is available Australia-wide, including Parramatta and Geelong. Contact us today.

Delivering Constructive Criticism Training Outline

Lesson One

Getting Started

• Icebreaker
• Housekeeping Items
• The Parking Lot
• Workshop Objectives

Lesson Two

When Should Feedback Occur?

• Repeated Events or Behavior
• Breaches in Business Policy
• When Informal Feedback Hasn’t Worked
• Immediately After the Occurrence
• Case Study

Lesson Three

Organizing and Planning

• Gather Truth About the Issue
• Exercise Your Tone
• Create an Action Plan
• Keep Written Records
• Case Study

Lesson Four

Selecting a Time and Place

• Check the Ego at the Door
• Criticize in Private, Praise in Public
• It Must be Face to Face
• Create a Safe Atmosphere
• Case Study

Lesson Five

During the Session (I)

• The Feedback Sandwich
• Monitor Body Language
• Check for Understanding
• Practice Active Listening
• Case Study

Lesson Six

Throughout the Session (II)

• Establish Goals
• Be Collaborative
• Request a Self-Assessment
• Keep Emotions in Check
• Case Study

Lesson Seven

Setting Goals

• SMART Goals
• The Three P”s
• Ask for Their Input
• Be as Specific as Possible
• Case Study

Lesson Eight

Diffusing Anger or Negative Emotions

• Choose the Correct Words
• Stay on Topic
• Empathize
• Attempt to Avoid “You Messages”
• Case Study

Lesson Nine

What Not to Do

• Attacking or Blaming
• Not Giving Them a Chance to Speak
• Talking Down
• Becoming Emotional
• Case Study

Lesson Ten

After the Session (I)

• Set a Follow-up Meeting
• Make your Self Available
• Be Very Particular with the Directions
• Give Support and Resources
• Case Study

Lesson Eleven

After the Session (II)

• Focus on the Future
• Measuring Results
• Was the Action Plan Followed?
• If Improvement is not Seen, Then What?
• Case Study

Lesson Twelve

Wrapping Up

• Words from the Smart
• Review of Parking Lot
• Lessons Learned
• Conclusion of Action Plans and Evaluations