Kluger & DeNisi’s landmark study on feedback found that more than 1/3 of feedback interventions actually led to decreased performance. That was almost 30 years ago and many agree we haven’t made much progress. 
Feedback is a dyadic process (Anseel & Lievens, 2007; Ashford & Cummings, 1983; London & Smither, 2002). Simply put, it takes two. Yet we’ve traditionally focused on developing feedback skills in leaders in the area of giving feedback. This misses half the equation. Receiving feedback is also a vital skill. One that encompasses many elements that impact not only the outcome of the feedback at hand, but subsequent feedback exchanges as well. Ultimately impacting that individual’s future job success and even the leader’s future feedback giving behaviors. 

Learn about approaching feedback from a dyadic lens and how it can improve outcomes, connection, and trust, leading to increased organizational effectiveness. 

Learning Objective 1: Understand the Dyadic Nature of Feedback: Through storytelling and examples, participants will gain a deeper understanding of feedback as a two-way process, recognizing the critical roles both the giver and receiver play in shaping feedback outcomes.

Learning Objective 2: Skills for Receiving Feedback: Attendees will learn some of the most important elements for receiving feedback effectively, focusing on how openness, mindset, and response impact both the immediate exchange and future feedback interactions as well.

Learning Objective 3: Enhance Organizational Effectiveness through Feedback Dynamics: Participants will explore how adopting a dyadic approach to feedback can strengthen relationships, build trust, and ultimately improve team performance and organizational success.