Feedback is a critical part of the performance. How you give and receive feedback directly affects the outcomes of your team. If you’re like most people, the feedback you provide is often vague, inconsistent, nuanced, and generally ineffective. To unlock real performance improvement- you must learn how to utilize feedback effectively. It’s a game-changer for your team. In this session, I want to teach you how to give timely, specific, and simply more effective feedback. I’ll share how to set meaningful performance expectations, address unmet expectations effectively, and performance feedback timelines and processes to improve performance. I’ll provide you with a set of tools you can begin using today to deliver feedback to transform your team and your entire organization. So, if you are ready– let’s go.
WHY SHOULD YOU ATTEND?
HR Professionals will learn how to be more effective in giving feedback for coaching, correcting, and encouraging behavior. They will also learn how to receive feedback to improve performance organizationally and personally. Professionals will learn practical frameworks for delivering both formal and informal feedback to improve performance.
AREA COVERED
- How to set performance expectations.
- How to create an environment for great performance.
- Understand the three purposes of feedback.
- How to clarify performance feedback action steps.
- Using performance feedback data.
- How to receive feedback.
- How to address challenging performance feedback situations.
- Understanding cross-cultural feedback.
LEARNING OBJECTIVES
- Utilize tools that can guide corrective, coaching, and reinforcing feedback conversations to improve performance.
- Learn how to address unmet performance expectations effectively and proactively.
- Learn how to use the data from performance feedback to improve individual and team performance strategically.
WHO WILL BENEFIT?
- HR Director
- L&D Director
- Director of People
- Training and Development Director
- Director of Education
- HR Supervisor
- HR Manager
- Organizational Leader
- Strategic Leader
- CHRO – small, medium, and large enterprises
- Industry agnostic
- Geography agnostic
HR Professionals will learn how to be more effective in giving feedback for coaching, correcting, and encouraging behavior. They will also learn how to receive feedback to improve performance organizationally and personally. Professionals will learn practical frameworks for delivering both formal and informal feedback to improve performance.
- How to set performance expectations.
- How to create an environment for great performance.
- Understand the three purposes of feedback.
- How to clarify performance feedback action steps.
- Using performance feedback data.
- How to receive feedback.
- How to address challenging performance feedback situations.
- Understanding cross-cultural feedback.
- Utilize tools that can guide corrective, coaching, and reinforcing feedback conversations to improve performance.
- Learn how to address unmet performance expectations effectively and proactively.
- Learn how to use the data from performance feedback to improve individual and team performance strategically.
- HR Director
- L&D Director
- Director of People
- Training and Development Director
- Director of Education
- HR Supervisor
- HR Manager
- Organizational Leader
- Strategic Leader
- CHRO – small, medium, and large enterprises
- Industry agnostic
- Geography agnostic
Speaker Profile

Amber Vanderburg is a multi-award-winning international businessperson, keynote speaker, author, and founder of the international learning development company, The Pathways Group. This global organization has led 800,000+ learners in more than 75 countries in action-focused leadership and team development learning journeys. Amber's history in talent development includes talent development for the Adidas Gameday Academy and Paris Saint Germain Academy in Bangalore, India, authoring top-reviewed online learning courses for platforms such as LinkedIn Learning, Lecturio, and PluralSight, and acting as HR Director of Paradigm Shift Leadership. In 2022, she published her first business adventure book "Uniquely Better" about building higher team …
Upcoming Webinars

Contractor vs Employee: How to Tell the Difference and What…

Imposter Syndrome: How to Define, Understand & Shift Your E…

FDA current recommendations related to timely initiation of…


Impact Assessments For Supplier Change Notices

Implicit Bias: Becoming Aware of Your Inner Storyteller

Complying with the NEW I-9 and E-Verify Regulations - The I…

The Federal Anti-Kickback Statute & Stark Law: What Physici…

Building an Effective Injury Management Process

Fatal Errors Employers Make When Updating Employee Handbook…

Understanding the Changes Coming to NCCI's Experience Mod i…

From Awareness to Action: Going Beyond the Law in Preventin…

Onboarding is NOT Orientation - How to Improve the New Empl…


From Awareness to Action: Going Beyond the Law in Preventin…


FDA Compliance and Clinical Trial Computer System Validation

5 Proven Ways To Engage & Retain Your Team Even During The …


Customer Relationship Management: Strategic Methods to Mana…

Navigating New Paths: Unveiling Your Unique Abilities for a…

Form 1099 Update 2023: Latest Forms, Rules and Reporting Re…

Strategic Interviewing & Selection: Getting the Right Talen…



Project Management for Non-Project Managers - How to Effect…

Implementing a Robust Change Control Program - Key Elements…

Amazing (!) AI Tools For Building Your Business



Excel - Unleashing the Full Potential of New Functions (Exc…

How to Conduct Annual Product Reviews to Achieve GMP Compli…



What Business Leaders Need to Know About Cybersecurity Prep…

Responding to EEOC Discrimination Charges-What's Your Busin…

Harassment, Bullying, Gossip, Confrontational and Disruptiv…