Feedback & Coaching training for managers
This is Module 4 of the Manager Development Program.
Giving employee feedback can be hard, and sometimes a little scary. Yet the benefits to giving feedback are abundant: improved engagement, self-awareness, motivation, and performance. This feedback and coaching training for managers is designed to implement practical skills needed to deliver feedback that drives real performance improvement and builds stronger team relationships.
Why Coaching for Managers Matter
FEEDBACK & COACHING TRAINING FOR MANAGERS
Managers avoid giving feedback because they fear conflict, but silence only creates disengagement and repeated mistakes. Most feedback conversations fail because managers either sugarcoat the message until it’s meaningless or deliver it so harshly that people shut down completely.
This feedback and coaching training focuses on how to deliver clear, actionable feedback that drives performance improvement without destroying relationships. The objective is to implement structured conversations that people actually listen to, be able to handle emotional reactions without losing control, and build a feedback rhythm that actually drives performance.
How to Time Feedback for Maximum Impact
Waiting for annual reviews to give feedback guarantees poor performance continues for months. We clarify when to give micro-feedback in the moment versus formal feedback conversations, how to build regular feedback rhythm into your management routine, and how to balance corrective and positive feedback effectively.
How to Make 1:1s the Primary Feedback Tool
Most 1:1 meetings drift into status updates instead of meaningful development conversations. This section shows how to structure 1:1s around feedback and growth, use coaching questions that build self-awareness, and track progress without turning discussions into interrogations.
How to Structure Feedback Conversations That Drive Change
How to implement the FIAC framework for performance feedback and the GROW model for developmental coaching, how to separate facts from opinions, and how to make feedback specific enough that people know exactly what to change.
How to Handle Emotional Reactions Without Losing Control
Feedback often triggers defensiveness, anger, or withdrawal. Managers shall focus on how to anticipate common emotional reactions, keep discussions focused when tension rises, and steer conversations back to constructive performance improvement.
How to Coach Performance Improvement Instead of Just Fixing Problems
Managers often jump straight to solutions, which fixes the issue but not the capability. This section focuses on using coaching conversations to strengthen problem-solving judgment, clarify when coaching is appropriate versus direct instruction, and build sustainable performance improvement.
How to Create a Manager Feedback Operating System
Ad-hoc feedback does not create sustained performance change. This section focuses on structuring a feedback operating system that separates operational and developmental feedback, establishes clear rhythms, and sets shared expectations around frequency, format, and follow-up.
Support for implementation
Questions and implementation support are available throughout the module. Key takeaways can be adapted to the specific work context to validate outputs and ensure effective application.
About the Module feedback & coaching
This feedback and coaching training is part of the Manager Development Program and focuses specifically on the practical skills managers need to deliver effective feedback and coaching conversations. It addresses why feedback often fails, how to structure messages that drive behavior change, and how to create accountability without damaging trust.
The training includes real manager scenarios, common goal setting mistakes to avoid, and step-by-step processes managers can implement immediately. Participants complete this training with the ability to deliver clear, actionable feedback, the tools to manage emotional reactions constructively, and the capability to coach performance improvement over time.
Objectives of the feedback and coaching training for managers
-
Master Feedback Frameworks That Work
- Learn the FIAC model for performance feedback and GROW model for developmental coaching
- Understand how to separate facts from opinions and keep feedback actionable
- Apply coaching questions that build self-awareness instead of defensiveness
-
Build a Feedback Operating System
- Convert ad-hoc feedback into regular, predictable conversations
- Set clear expectations for feedback frequency and format at team level
- Set systems that separate operational feedback from developmental coaching
-
Handle Difficult Feedback Conversations
- Break down emotional reactions into specific response strategies
- Create scripts for common defensive responses and crisis situations
- Identify when to coach versus when to direct for maximum impact
Feedback & Coaching training Module – 35 Minutes
Feeback and coaching conversations
Why Feedback Matter
When to give feedback
The 1:1 as Your Feedback Engine
Performance Feedback Using FIAC
Developmental Feedback Using GROW
Build your feedback operating system
Handling difficult reactions to feedback
What if Feedback Goes Wrong?
Response #1: The Silent Treatment
Response #2: Playing Defense
Response #3: The Tearful Reaction
Response #4: The Commitment-Phobe
Response #5: The Angry Reaction
Pilot before scaling
Requirements
Currently managing people or preparing for a management role. Participant needs to have team members to practice with or be preparing to manage people soon.
Who is it for
New Managers
Future leaders
Managers needing reinforcement
Program Overview >The manager development program
Additional modules part of the manager development program
Program
Module 1 : People Management Fundamentals
7 Lessons
Learn what managing people actually means and avoid the common mistakes that derail managers.
Program
Module 2 : Setting SMART Goals and Objectives
9 Lessons
Replace vague goals with clear objectives that align teams, drive execution, and support performance tracking.
Program
Module 3: Developing team Members for talent retnetion
8 Lessons
Build development plans that create visible growth paths and reduce the risk of losing high-performing employees.
Program
Module 4: Feedback & Coaching conversations
12 Lessons
Learn how to handle feedback conversations with structure and confidence to improve performance without conflict.
Program
Module 5: Performance management in practice
7 Lessons
Apply a performance management process that supports fair evaluations, promotions, and salary decisions.
Program
Module 6: Recruitment in practice
11 Lessons
Run a structured recruitment process that helps managers make better hiring decisions and onboard the right profiles.
