Most people think feedback is about what you say.
But the real skill—the one that makes the biggest difference to a team's performance—is actually in how you receive it?
That's what this workshop is about.
Not tips for giving better feedback (though that matters too).
This session focuses on something much less talked about: how to hear feedback, stay open to it, and use it.
Especially when it feels uncomfortable or unfair.
This matters because feedback shapes everything:
Your confidence.
Your working relationships.
Your ability to learn and adapt over time.
But most people aren't taught how to take feedback well.
They're taught to nod, say thank you, then either quietly dismiss it or quietly spiral.
Either way, it doesn't lead to much.
And I think this is where teams get stuck.
You can encourage a feedback culture all you like, but if people shut down as soon as they receive feedback, it doesn't go anywhere.
The hard truth? Most feedback cultures fail not because people won't speak up.
But because others aren't ready to listen.
In this workshop, we take that challenge seriously.
You get to explore the mechanics of receiving feedback.
What throws you off, what shuts you down, and how to stay steady even when the delivery's off or the message stings.
What Participants Will Walk Away With
- A simple way to recognise and respond to different kinds of feedback.
- Tools to manage the emotional triggers that make feedback hard to hear.
- Practice using curiosity instead of defensiveness in real conversations.
- A chance to build stronger trust and openness in your team.
- Clear steps to turn everyday feedback into something useful—not personal
It's not about getting feedback right. It's about getting better at using it.
Even when it's awkward. Even when it's not what you expected.
That's the kind of skill that quietly changes how teams work.
Let's get into it…
Getting Better at Feedback
Duration: 1.5 hours
Purpose: To help team members build self-awareness and practise receiving feedback in a constructive, growth-focused way.
Workshop Objectives
- Understand different types of feedback and why they matter.
- Recognise personal triggers and patterns in receiving feedback.
- Practise asking for and responding to feedback with curiosity.
- Use "Tell me more" to explore feedback instead of reacting defensively.
- Build shared habits that support open, constructive feedback as a team.
Materials Needed
- Flip chart or whiteboard
- Markers
- Printed handouts with trigger descriptions (optional)
- Timer or phone
- Feedback prompt cards (or simply use a shared list)
Workshop Plan
Welcome and Purpose (5 min)
- Briefly explain the session’s goal:
- “We’re here to practise giving and receiving feedback so we can build resilience, clarity and stronger working relationships.”
Warm-up: What Feedback Feels Like (10 min)
- Solo Reflection: Ask each person to write down:
- One piece of feedback that helped you grow
- One piece that was hard to hear
- Small Groups (3–4):
- Share stories briefly. Look for patterns in what made the feedback helpful or hard.
Mini-Teach: 3 Types of Feedback + 3 Triggers (10 min)
Use a whiteboard or slide to explain:
3 Types of Feedback
- Appreciation
- Coaching
- Evaluation
3 Triggers That Block Feedback:
- Truth Trigger – “That’s wrong”
- Relationship Trigger – “Who are you to tell me?”
- Identity Trigger – “This changes how I see myself”
Ask:
- Which type of feedback do you crave most?
- Which trigger hits you most often?
Key Insight: Shift from "What's Wrong?" to "Tell Me More" (5 min)
- Highlight a common reaction: when we hear feedback, we often jump to “That’s not right” or “That’s unfair”.
- Invite a different habit: respond with “Tell me more”
- What’s behind their view?
- What might be useful in it?
- Encourage participants to treat feedback as data, not a verdict.
Paired Practice: Receiving Feedback (30 min)
Part 1: Preparing to Receive (5 mins)
Each person reflects and writes:
- One thing I’m working on
- One question I’d love feedback on (e.g. “What’s one thing I could do better in team meetings?”)
Part 2: Feedback Rounds (2 x 12 mins)
Pairs take turns...
- Person A asks for feedback using their question.
- Person B gives brief, honest feedback—1–2 minutes.
- Person A listens only. No justifying or explaining.
- After hearing the feedback, Person A says:
- “Thanks. Can I ask—can you tell me a bit more about what you noticed?”
- Then discuss: What did I hear? What felt useful or hard?
- Then swap roles.
Group Debrief (15 min)
Ask the group:
- What helped you hear the feedback?
- What made it hard?
- How did it feel to say “Tell me more”?
- What might change in how you respond to feedback at work?
- Capture key reflections on a flip chart.
Team Commitments (10 min)
Ask:
- “What’s one way we can improve how we give or receive feedback as a team?”
- Capture a few simple shared practices (e.g. Ask for feedback monthly, respond with curiosity, try ‘Tell me more’ before defending).
Facilitation Tips
- Keep the mood light, honest and safe.
- Reinforce that receiving feedback is the skill today—not judging the giver.
- Model curiosity and humility yourself.
- Be ready to support anyone who feels emotional.
Conclusion
Most people don't need more feedback.
They need a better way to handle the feedback they already get.
That's what this workshop offers.
Not a script. Not a set of rules.
Just a practical way to slow down, stay open, and turn feedback—good or bad—into something useful.
It won't fix everything overnight. But it gives you a foundation.
And over time, that foundation helps teams become more honest, more resilient, and a little more human with each other.
This is one place to start if you're trying to build a culture where people grow and not just perform.
See you next week.