Giving feedback is something most people recognise as important, but few feel truly confident doing well. We break it down into three distinct types: appreciation, coaching, and evaluation. By understanding the differences, participants can choose the right kind of feedback for the right moment, and deliver it in a way that lands.
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It's important to identify and apply the most appropriate type of feedback for different situations. The team reflects on their own habits: Do they give enough feedback? Is it balanced? Are they leaning too heavily on one type? This reflection sets the foundation for more deliberate and effective feedback going forward.
In Detail
We begin by examining the purpose and value of each feedback type.
Appreciation shows people their effort is noticed and valued - a critical but often overlooked ingredient in team motivation.
Coaching helps someone improve or grow, and is best used when offering guidance on how to do something differently.
Evaluation clarifies where someone stands in terms of expectations, goals, or standards.
Each has its place, and problems arise when they get blurred.
Participants explore examples of each type and consider what kind of feedback they tend to give most often.
We also look at the risks of using only one type: too much appreciation without coaching can stall growth, while too much evaluation without empathy can damage morale.
The session encourages people to reflect honestly on how they’ve approached feedback in the past, and what they want to do differently.
By the end, participants will have a shared vocabulary and a better sense of how to give the right kind of feedback - and why it matters.
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