Summary

Duration: 2 hours

Group Size: ~10 participants

Format: In-person, highly interactive

Workshop Objectives

By the end of this session, participants will be able to:

• Distinguish between coaching, mentoring, and giving feedback
• Identify their personal coaching and feedback challenges
• Apply a structured framework for both coaching conversations and delivering feedback
• Practice giving effective feedback in real scenarios
• Leave with practical tools they can use immediately with their teams

Materials Needed

• Flipchart/whiteboard
• Post-it notes (3 different colours)
• Printed handouts: Coaching Conversation Framework, Feedback Formula Template, Personal Action Plan
• Timer
• Name tags

Process

SEGMENT 1: Opening & Discovery (25 minutes)

Welcome & Context Setting (5 min)

• Brief welcome and workshop objectives
• Ground rules: confidentiality, learning mindset, active participation

Activity: "The Feedback Reality Check" (20 min)

Purpose: Surface current challenges and create psychological safety

Setup:

• Give each participant 3 different colored post-its:
  • Pink: "A time I avoided giving feedback"
  • Yellow: "A time feedback went badly"
  • Green: "A time feedback worked really well"

Process:

1. Individual reflection (3 min): Write one scenario on each post-it
2. Pair share (5 min): Share with a partner
3. Gallery creation (5 min): Post all notes on three separate wall sections
4. Group debrief (7 min):
   • What patterns do we notice?
   • What makes feedback hard?
   • What conditions help feedback land well?

Facilitator Note: Capture themes on a flipchart - these become the foundation for the workshop.

SEGMENT 2: Framework Introduction (20 minutes)

Mini-Teach: Coaching vs. Feedback (10 min)

Key Distinctions:

Coaching	Feedback
Primarily questions	Primarily information
Helps them find their own answers	Shares your observations
Develops thinking and capability	Reinforces or redirects behavior
Future and growth focused	Can address past, present, or future
They do most of the talking	You share important observations

The Key Question: "What does this person need right now - my questions or my observations?"

Framework Share: The Two Core Tools (10 min)

Tool 1: The GROW Coaching Model

• Goal: What do you want to achieve?
• Reality: What's happening now?
• Options: What could you do?
• Way Forward: What will you do?

Tool 2: The SBI Feedback Formula

• Situation: When/where did this happen?
• Behaviour: What specifically did you observe?
• Impact: What was the effect?

Facilitator Tip: Use a quick real example for each to illustrate.

SEGMENT 3: Coaching Practice (30 minutes)

Activity: "Coaching Trios" (25 min)

Purpose: Practice asking powerful questions using GROW

Setup: Form groups of 3 with rotating roles:

• Coach (uses GROW questions)
• Team member (brings a real, low-stakes challenge)
• Observer (watches for coaching behaviours)

Round Structure (8 min each x 3 rounds = 24 min):

• Coaching conversation: 5 min
• Observer feedback: 2 min
• Quick reset: 1 min

Coaching Challenge Examples Provided:

• "I have a team member who's capable but needs more confidence"
• "I'm struggling to prioritise between competing team goals"
• "Someone on my team wants to develop but I'm not sure how to help"

Debrief Questions (5 min):

• What felt natural? What felt hard?
• How did it feel to NOT give advice?
• What questions unlocked the most thinking?

SEGMENT 4: Feedback Practice (35 minutes)

Setup Activity: "What Makes Feedback Land?" (10 min)

Quick paired discussion:

• Think of feedback you received that actually changed your behaviour
• What made it effective?

Harvest key ingredients from the group (capture on flipchart).

Activity: "Feedback Lab" (25 min)

Purpose: Practice delivering structured feedback in realistic scenarios

Setup: Provide 4 scenario cards (examples below). Participants self-select into pairs based on which scenario they want to practice.

Scenario Examples:

1. The Quality Issue: A team member's work quality has slipped in the past month. Errors are increasing.
2. The Meeting Dominator: Someone talks extensively in meetings, making it hard for others to contribute.
3. The Positive Recognition: A team member went above and beyond to help a struggling colleague.
4. The Missed Deadline: Someone missed a deadline without communicating any challenges beforehand.

Process:

• Round 1 (8 min): Partner A gives feedback using SBI, Partner B receives
• Quick reflection (2 min): What worked? What would make it even better?
• Round 2 (8 min): Partner B gives feedback (new scenario), Partner A receives
• Quick reflection (2 min)
• Pairs discuss (5 min): Key takeaways, what they'll do differently

SEGMENT 5: Real-World Application & Obstacles (20 minutes)

Activity: "Obstacle Planning" (15 min)

Purpose: Anticipate and solve for real barriers

Individual Reflection (5 min): On a worksheet with three columns:

• Column 1: "Who needs feedback or coaching from me?"
• Column 2: "What's stopping me?"
• Column 3: "What would make it easier?"

Small Group Problem-Solving (10 min):

• Groups of 3-4
• Each person shares one obstacle
• Group offers strategies and resources

Facilitator Role: Circulate and listen - capture common obstacles to address in closing.

SEGMENT 6: Integration & Commitment (10 minutes)

Tool Distribution (3 min)

Provide take-home resources:

• One-page GROW guide with question prompts
• SBI feedback prep template
• "Coaching vs. Feedback decision tree"

Personal Action Planning (5 min)

Individual completion of Action Plan:

• One coaching conversation I'll have this week:
• One piece of feedback I'll give this week:
• How I'll remind myself to use these frameworks:

Closing Circle (2 min)

Quick popcorn-style sharing: "One thing I'm taking away from today is..."

Secret Sauce

Energy Management

• The workshop has natural energy shifts built in
• If energy dips after framework teaching, add a 60-second stand-and-stretch
• Watch for "talkers" dominating - use structured turn-taking in activities

Common Challenges

• Participants wanting to "solve" rather than coach: Gently redirect to questions
• Fear of role-play: Normalize discomfort, emphasize low-stakes practice
• Desire for "the right answer": Emphasize principles over scripts

Timing Flexibility

• If running behind: Shorten the Obstacle Planning activity to 10 min
• If ahead: Add more debrief time after practices or introduce "Coaching Question Bank" brainstorm

Follow-Up Suggestions

• Send a follow-up email in 1 week with a reflection prompt
• Offer optional 30-min group check-in at 3-4 weeks
• Create a shared space (Slack channel, etc.) for participants to share wins and questions

Success Indicators

You'll know the workshop worked if:

• Participants can explain WHEN to coach vs. give feedback
• They've practised both skills in a safe environment
• They leave with specific conversations planned
• The room feels energised rather than lectured to
• People are talking to each other more than to you