To achieve a healthy and effective feedback culture there is a series of elements that have to be present. It is not always enough to practice communicative models or frameworks if the underlying trust is too weak. Studies of scientific papers, own experiences with high performance cultures from elite sports and military service and data collected through the work in our clients organisations over the last years have resulted in the identification of exactly these 5 pillars. The 5 pillars serves as reference framework for all of our training, education and analysis.
- Appreciative environment
- Competencies & structure
Training in feedback
This training focuses on how to use healthy feedback as a natural part of an everyday communication in your organisation. Methods, frameworks and knowledge that empowers the employee to feel safe when delivering and receiving feedback.
Feedworks coaching education covers the curriculum for the academy subject "Coaching in organisations" on 10 ECTS points. This is just a small part of what you will learn on the education, which empowers you to conduct professional coaching sessions.
We have helped several organisations to build their feedback culture.
Prior to selecting the educational elements for the customers process we make sure that we understand their situation and prerequisites for the work towards a healthy feedback culture.
Different organisations with different purposes leads to differentiated needs. The analysis results and a draft road map is presented to the organisation, after which final corrections and tweaks are made.
The road map is now approved and we begin the execution of it. We have a series of educational principles that serves as backbone in what we call sustainable education.
Did we reach the goals and what are the next steps from here? This is the question that needs an answer in the evaluation phase. The evaluation can take shape in many ways - surveys, interviews, metrics etc.
Morten is a creative presenter with an eye for innovative solutions. When he does not teach he is responsible for our digital media and product development.
Mikkel has a special feel for team dynamics, which he decodes in the blink of an eye. When he does not teach he spends his time in networking events and in dialogue with existing and potential customers.
Jonas is always curious to find the root causes of your teams collaborative dynamics; “Why do you work as you do?“. When Jonas is not at our costumers facilitating educational events, he is in charge of the companys finances and long term strategy.