Feedback Culture: When It’s Still a Dream, Not a Reality
Join us for this challenging and interactive 90 minute Zoom webinar to get a taste of how you can truly have a feedback culture.
Join for freeYou've rolled out new feedback frameworks
You’ve invested in communication training. Introduced a shiny new performance review process. And still, the same patterns. The same toxic politeness. The same avoided conversations and lack of true ownership.
Stop forcing formal feedback conversations
Most companies tackle feedback culture by doing more of one type of conversation. Perhaps you've already discovered, it does not work. A true feedback culture is broad. It requires cultivating a specific mindset and practising core abilities across multiple types of interactions. Formal feedback conversations alone can’t grow the mindset and abilities required. Nor can creating psychological safety first, hoping the feedback culture will follow.
In fact, we have found that the approach that actually works is to build psychological safety as you go.
If you find yourself feeling frustrated trying to build a genuine culture of feedback and accountability and you’re starting to think it’s as possible as seeing a unicorn in the wild, this webinar is for you. It’s especially designed for HR practitioners (CHROs, HRDs, Senior Business Partners, and L&D professionals). We request that consultants don't join unless invited, but feel free to reach out if you are unsure.
Tuff Leadership Training has been shifting working climates and company cultures for more than 25 years in a completely different way. It's not what most people expect. And it's not comfortable. But it might be the first thing that actually addresses the root cause of why your culture initiatives are stalling.
Overview
Online interactive Zoom session
Free of charge
Content
Why standard feedback models and frameworks fail to create behavioural change
How true feedback culture is built through multiple conversations, rather than relying solely on formal processes
Why trying to build psychological safety first is backwards - and how to build it organically through direct, clear feedback
How the unconscious parent-child dynamic kills accountability and stifles initiative
You should come if
You're responsible for culture, leadership, people or learning and development - and quietly suspect you've been solving the wrong problem
You're tired of feedback initiatives that look good on slides but change nothing in daily behaviour
You want to stop leaders from acting like overly responsible problem-solvers who stifle initiative
You want to experience something, not just sit through another webinar
You probably shouldn't come if
You're looking for a quick fix or another toolkit to roll out next quarter
You’re looking for edutainment
You'd rather not hear uncomfortable truths about why current culture initiatives fail
Dates and time commitment
Sessions are 90 minutes, and we run them regularly, so check out the dates to register for one that works for you.
Format
Online using Zoom. It will be nothing like a normal webinar. It will be a mix of input and practical, interactive elements using breakout rooms.
Want to know more?
We'd be happy to have a conversation with you about your needs and to share the different ways Tuff could support you
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Lately I have been thinking about trainings off-site (classroom) versus development on the job (cf. 70-20-10). An old metaphor that might be useful is that companies and organisations are exploring so many new ways of working, for example open-plan office spaces (for better collaboration), Agile teams, lean and all the way to self-management.
There is a lot happening today in the world around leadership and how we work together in our organizations. New progressive ways of working are being explored more and more, and we continue to wrestle with what leadership is, and should be, going forward. Many would say that we’re in the midst of a paradigm shift, where we, on a large scale, are moving from more traditional hierarchical top-down ways of working to less hierarchical more bottom-up self-directed or self-managed ways.
More and more is being written about self-managing and decentralised ways of working, with organisations like Haier and Buurtzorg capturing the attention of management and business thinkers the world over. However, most (if not all) of the focus in these case studies tends to be on structures and processes. Don’t get me wrong, structures and processes are extremely important. But they are not enough if we truly want our organisations to shift.
