Training in 21 hours divided into 7 modules taught by five senior professors and Appreciative Inquiry Practitioners. Each module includes a presentation by the professor, readings, practices.
New Edition: 6th, 13th, 20th and 27th October, 3rd, 10th and 17th November. Timetable: from 6 pm to 7 pm CET. The other two hours are to be done weekly at your own convenience.
Training in 21 hours divided into 7 modules. Each module includes a recorded presentation by the professor, readings, practices to be carried out with the other participants and practices to be carried out with an external collaborator. The investment is 392.50 euros plus VAT.
We are in a time of considerable change in which organizations need to quickly change or even reinvent themselves. It is also a time when many people want to be more motivated by their work and want their work to have a broader social or economic purpose. We can help people do their jobs better by providing appreciative feedback and feedforward. Feedback is information about reactions or comments to the performance of a task, ideas, etc. of a person or team, which is used as a basis for improvement. Feedforward is to provide knowledge and ideas to improve the performance of a person or team on a task, ideas, etc. which are used to create the best possible solution.
Feedback and feedforward with a positive framework aim to promote personal and professional growth in the performance of a person or team and generate the best possible ideas or solutions in a given situation. The combination of feedback and feedforward with Appreciative Inquiry means that a person or team understands what they did well (feedback) and these future-oriented actions or ways forward are co-created, relational, and part of a whole system approach (through feedforward).
In this training, we will see how both feedback and feedforward can be better used, how to give and receive it and the advantages that both can bring to others from an appreciative intention. Receiving feedback is a gift, yet it is often not lived that way. Some people avoid feedback because it may seem critical and judgmental of the person to whom we are giving feedback, or we feel criticized and judged by the person giving us the feedback. People become defensive, insecure, and unwilling to listen.
Feedforward is about focusing on solutions and not mistakes, in the future and not in the past; in promoting growth, inspiration, and joyful engagement rather than feeling guilty, defensive, or complaining. At feedforward, we ask questions, so there is no value judgment: the opportunity is to find a way forward. For example, you might ask: What would you do differently next time based on your experience? The feedforward conversation creates a space for learning, co-creation and collaboration between two (or more) people, be it a leader, a manager or a manager of a team with their collaborators. If small group feedforward is considered, it fosters a conversation that leads the team to prosper and flourish.
- Promote a clear understanding, through appreciative feedback, of "what is the best or strengths of what you did and where are you now?", And feedforward "where do we want to go?" and "how will we get there?" in order to identify the actions that the collaborator must plan and execute to achieve their objectives.
- Facilitate the discovery of Strengths, Opportunities, Aspirations and Results through an appreciative dialogue process.
- Turn around what we do not want or what is wrong or wrong to the issues we want to address, placing emphasis on what we do want, on aspirations and on generating forward movement.
- Understand the power of language and performative language
- Design appreciative feedback and feedforward conversations and put them into practice.
- The skills necessary to open up to receive and give feedback and feedforward.
- Introduction to being a thinking partner that gives and receives feedforward
- Practice the art of appreciative inquiry and posing powerful questions as a means of providing feedback and feedforward.
- Innovate in the face of challenges
- Contribute positively to the final result
This training will be given by the teaching team formed by: Anne Radford; Cees J. Hoogendijk ; Jackie Stavros; Joep C. De Jong; Miriam Subirana;
Características del curso
- Lecciones 36
- Cuestionarios 0
- Duración 30 hours
- Nivel de habilidad Todos los niveles
- Idioma English
- Estudiantes 3
- Evaluaciones Si
Module 1. From feedback to feedforward
Teaching team for this module: Anne Radford, Joep C. de Jong and Miriam Subirana
- Welcome: The value of feedback and an introduction to feedforward
- The time has come for appreciative feedback and feedforward
- The Goals of Giving Feedback and Giving Feedforward
- Create an environment of inspiration, trust and communication
- Prepare to face the challenges that arise when moving from feedback to feedforward
- Treat errors from an appreciative feedback and feedforward
- Address the negative
Module 2. Feedback and feedforward as an appreciative act
Teaching team for this module: Anne Radford, Jackie Stavros and Miriam Subirana
Module 3. Listening levels
Teaching team for this module: Joep C. de Jong and Miriam Subirana
Module 4. Finding the language that "feeds forward"
Teaching team for this module: Cees Hoogendijk
Module 5. Evaluation
Teaching team for this module: Anne Radford and Miriam Subirana
Module 6. Dialogical organizational development
Teaching team for this module: Annne Radford, Jackie Stavros and Miriam Subirana
Module 7. Learn to FOAR with feedback and feedforward
Module taught by Jackie Stavros