Leadership Development eLearning Development

Here’s what happens in most workplaces

Someone does something that needs addressing:

• Quality isn’t there
• Behaviour isn’t professional
• Approach isn’t working
• Communication is causing problems

You notice. You think about saying something. Then:

• “Maybe it’s not that big a deal”
• “I don’t want to make it awkward”
• “What if they get defensive?”
• “Maybe someone else will address it”
• “I’ll mention it in their review”

So you say nothing.

The behaviour continues.

It gets worse.

It becomes normal. Other people notice you’re not addressing it. Standards erode. Six months later, you’re finally having the conversation - but now it’s bigger, more emotional, and you’re addressing a pattern, not an incident.

The feedback you didn’t give early became the performance problem you’re now managing late.

The skill isn’t delivering difficult annual performance reviews - it’s giving small, regular feedback that prevents performance problems from developing.

That’s what actually matters. And that’s what most people need to learn.

Why Custom Feedback Training Matters Generic Feedback Training Fails Because:

One model doesn’t fit all situations Doesn’t address your feedback culture barriers Ignores power and relationship dynamics Missing cultural considerations Focuses only on giving, not receiving

Custom Feedback Training Works Because:

Multiple frameworks for different situations Addresses your specific cultural challenges Power-aware and relationship-conscious Culturally sensitive to your workforce Both giving and receiving skills developed

The ROI: Better performance through regular input. Faster issue correction. Higher engagement and development. Reduced surprise in formal reviews. Stronger manager-employee relationships. Culture of continuous improvement.