Most organizations have been shaped around the belief that the way to improve performance and productivity is by rewarding the good and punishing the bad. However, experience indicates that given the growing complexity of businesses, this “reward and punishment” approach has become ineffective.

Today, leaders face the challenge of incorporating new skills to guide and develop their team members so that they are capable of addressing new challenges and improve their effectiveness.

Management and performance assessment processes are key stages for improving development, learning and growth in every organization. To make the most of this opportunity, leaders should be able to give effective feedback oriented toward mutual learning and in alignment with the business strategy and the organization’s higher purpose.


The Effective Feedback program is based on the mutual learning approach and aims at improving business results through a more effective communication, strengthening interpersonal relationships, improving the well being of all team members and the organization, and encouraging individual, group and organizational learning.

This program is addressed to:

The program is directed at business executives and team leaders that want to acquire tools that will allow them to hold feedback conversations that are more effective, oriented toward development, growth and mutual learning.

What we do

Through a practical and experiential approach, we help participants to:

  • Develop the ability to give effective feedback oriented toward development, growth and mutual learning.
  • Be capable of giving feedback in a way that they will maximize professional performance at an individual level, improve the effectiveness of interpersonal relationships, and obtain results in alignment with the business strategy.
  • Develop the ability to achieve intrinsic motivation and internal commitment from their collaborators.
  • Incorporate the necessary tools to be prepared for having performance assessment conversations with team members.

How we do it


  • 1 group of up to 20 participants.


  • 8-hour workshop (1 work day)


“Feedback is considered incomplete or superficial unless it penetrates beneath behavior to the assumptions and mind-sets that underlie it.”

Robert Kegan, Lisa Laskow Lahey
An Everyone Culture: Becoming a Deliberately Developmental Organization

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