Academy · Module 4 · Free
Feedback and Coaching Training
Giving feedback can be hard, and a little scary. But the payoff is real: more engagement, self-awareness, motivation and performance. This module shows you how to prepare for and run a feedback conversation, handle a poor reaction, and build a feedback rhythm that actually drives performance.
- Free, forever
- 12 lessons
- ≈ 35 min
- Beginner to Intermediate
Implementation focus
- 12
- Lessons
- 8
- Videos
- 6
- Knowledge checks
- 20
- Questions
- 3
- Assignments
Why this module
Most managers avoid feedback, and the silence costs more
Managers avoid giving feedback because they fear conflict, but silence only creates disengagement and repeated mistakes. Most feedback conversations fail because the manager either sugarcoats the message until it’s meaningless, or delivers it so harshly that people shut down.
This module gives you the tools and scripts to deliver feedback that actually lands: clear and actionable, without wrecking the relationship. You’ll learn to handle emotional reactions without losing control, and build a feedback rhythm that drives performance week to week.
The curriculum
Inside module 4
Why feedback matters
- Why feedback is your responsibility
- The real consequences of no feedback
When to give feedback
- Micro-feedback vs. formal reviews
- Building a regular feedback rhythm
The 1:1 as your feedback engine
- The structure of a productive 1:1
- Making 1:1s your main feedback tool
Performance feedback using FIAC
- Fact, Impact, Alternatives, Conclusion
- Keeping feedback clear and actionable
Developmental feedback using GROW
- Goal, Reality, Options, Will
- Coaching instead of fixing
Build your feedback operating system
- Combining FIAC and GROW
- Using your calendar and tools to track feedback
What if feedback goes wrong?
- Why reactions happen
- Five crisis situations to prepare for
What you’ll cover
Feedback that lands, without the dread
Six practical foundations, each one you can put to work with your team the same week.
How to time feedback for maximum impact
Waiting for the annual review guarantees poor performance continues for months. You’ll learn when to give micro-feedback vs. formal feedback, and how to build a regular rhythm so issues get addressed while they’re still small.
How to make 1:1s your primary feedback tool
Most 1:1s drift into status updates instead of real development conversations. You’ll restructure them around feedback and growth, so your weekly 1:1 becomes the engine that actually drives performance.
How to structure feedback conversations that drive change
Vague feedback changes nothing. You’ll use the FIAC framework (Fact, Impact, Alternatives, Conclusion) for performance feedback and the GROW model for coaching, so every conversation comes out clear, fair and actionable.
How to handle emotional reactions without losing control
Feedback can trigger defensiveness, denial or upset. You’ll learn to anticipate the reaction, stay focused, and steer the conversation back to constructive improvement instead of conflict.
How to coach improvement instead of just fixing problems
Solving every problem for your team keeps them dependent on you. You’ll use coaching questions that build judgment and self-awareness, so people improve their own problem-solving instead of waiting for the answer.
How to create a manager feedback operating system
Ad-hoc feedback doesn’t create lasting change. You’ll combine FIAC and GROW into a repeatable system, with clear rhythms and shared expectations, so feedback becomes how you manage, not a once-a-year event.
Signature tools
What you walk away with
Your feedback operating system
Define when and how you’ll deliver feedback. Separate operational from developmental feedback and create a clear structure, so your team always knows what to expect.
The “Monday Morning Test”
Put the system to work: start the week by reviewing progress, addressing issues and setting expectations with your team every Monday. That rhythm keeps feedback alive and consistent.
Employees avoid managers who dodge responsibility. Giving clear feedback, positive or negative, is part of the job.Simon Carvi
From managers who took it
Applied the same week
“The biggest takeaway was how to manage team interactions and build real individual development plans. Simon explains everything with clear examples and practical strategies you can use in real situations.”
“A clear process for developing my team members. I was struck by how practical and useful the content was, and I now have real confidence applying these management frameworks in my daily work.”
“Exactly what I needed for managing a team. Instead of vague theory, I learned how to set clear goals, give direct feedback and coach with confidence, the kind of thing you can apply right away.”
FAQ
Questions
Do I need to be managing a team already?
No. It’s built for both new and practising managers. You’ll get the most from it if you have a team to give feedback to, or are about to.
How long does the module take?
Around 35 minutes, plus the scripts and templates. It’s self-paced, so you can do it in one sitting or a few short ones.
Is it really free?
Yes. Every module in the Academy is free, forever. You only pay when you want your co-pilot to help you apply it with your team week to week, or to add a coaching session with a Monday Simon coach.
What will I be able to do by the end?
Run a feedback conversation with FIAC, coach with GROW, handle a tough reaction without losing control, and turn your 1:1s into a real feedback rhythm.
Start Feedback & Coaching free
Every module in the Academy is free, forever. Learn it, then apply it with your team using the co-pilot.
The Academy is free, forever.