Fearless feedback

We bring a contemporary view on how to lead for change within your organisation. Focusing on relationship dynamics, conversations, group patterns and ingrained mindsets and beliefs.

Giving and receiving feedback is an ask of courage, vulnerability, honesty, and intentionality. A hard ask you might think? Yet without feedback, we remain stagnant in our personal development, relationships with others, and work effectiveness. Feedback, in other words, is just data helping us to step in differently and make better decisions in the future. Fearless feedback explores what makes feedback so essential in the workplace. And what sorts of feedback particularly is so effective to hear? We all believe that we tend to share our piece of mind at some point or another, but how is that message landing with your colleagues? Is there an outcome shift after your feedback sessions?


We will explain what feedback is and what it isn’t – a vital differentiation to be aware of before speaking to your team members. We will also provide you with multiple models that help you step into your conversations intentionally and boldly. The importance of language is highlighted here, as the way we phrase and express what we want to share is the lasting message that the other person will leave with. We also look at what makes feedback difficult, and how to balance empathy and directivity to see change in an individual and simultaneously retain the relationship. Self-awareness of your desirable impact is also discussed with the invitation to be open and ask for feedback from your colleagues to retain and build a feedback team culture.


All the seeds we offer are targeted bite-sized, robust skill development boosters. No longer than 90 minutes to 2 hours, we support our clients to receive the insights they’re looking for in a modular session, specifically focused on their own context and needs. They fit perfectly in a face-to-face or virtual session.


What you’ll gain:

• What is feedback? What it is not?

• Importance of contracting when ‘giving’ and ‘receiving’ feedback

• What type of feedback is important? When should we give it?

• Models to use when giving feedback

• How to balance empathy AND directivity?

• What holds us back from giving and receiving feedback?

• The benefits of feedback and what it does to team success?

• Both/and thinking – how it applies to feedback?

• Language and frameworks to use when giving feedback