Communication

Feedback

Feedback that is specific, timely and survivable, for both people in the room. Built on SBI and the feedforward mindset.

The business challenge

Why organizations ask for this

Lack of constructive feedback leads to low performance, poor motivation and unresolved issues. Organizations ask for a feedback culture and then punish candour.

Approach & methodology

How the programme actually runs

2 modules · 4 weeks · Blended · RO / EN

The SBI model

Situation, Behaviour, Impact. Separating what was observed from what was concluded.

The DESC model

Describe, Express, Specify, Consequences, for the conversations where SBI is not enough.

Peer coaching

Practice in trios, so every participant gives, receives and observes.

Practice scenarios

Built from the organization's own recent, real situations.

Competencies built

What participants can do afterwards

Active listening

Hear the response to your feedback before defending it.

Assertiveness

Say the thing clearly, without dressing it in three qualifications.

Empathy

Deliver it in a way the person can survive and then use.

Growth-oriented communication

Feedforward as well as feedback, so the conversation ends on a next step.

Expected business outcomes

What the organization should see

Stronger culture of continuous improvement

Increased accountability and motivation

Improved team relationships and trust

Schedule & format

Practical details

Audience

All employees and leaders

Duration

2 modules · 4 weeks

Format

Blended · RO / EN

Measurement

Kirkpatrick L1–L4

FAQ

Frequently asked questions

All employees and leaders.

2 modules · 4 weeks. The rhythm is deliberate: modules are spaced so participants apply the behaviour at work between sessions.

Blended. We adapt the mix to your geography and shift patterns.

Yes, and it always is. We start with two to three individual conversations with selected participants, then rebuild the cases, the language and the practice situations from your business.

Kirkpatrick levels one to four: reaction, knowledge, self-assessed behaviour, and the participant's manager assessing the same competencies. We agree the target behaviours with the sponsor before design starts.

Digital missions and buddy work on PROMOTE, with the participant's own manager involved. This is the difference between 15-20% and 60-80% transfer into practice.

Yes. We also deliver in French across our Western European and African operations.

Related programmes

Others in Communication

Storytelling in Public Speaking

Structure, story and presence, so the message survives the room and gets repeated afterwards.

PCM: Process Communication Model

A certified model for reading personality in real time. According to PCM, the process of communication (how we say something) is the differentiating factor in whether what we say lands at all.

Relationship Management with DISC

DISC-overing and building balanced relationships, understand your own style, read the other person's, and adapt deliberately.

Start a conversation

Book a strategic discussion about Feedback

If you are exploring how capability building can strengthen performance across your organization, we can help you identify where the greatest opportunities for impact lie and what capabilities matter most in your specific context.

Our first conversation is exploratory. We look at your business priorities, current challenges and organizational maturity to identify where capability development could create the most meaningful and measurable value.