Giving Tough Feedback Without Making People Angry (30-Day Recording)

Leadership IQ

$199.00 USD 

Share:

This is a recorded webinar. As soon as you purchase, you will receive an email that gives you access to watch the program for as many times as you want for 30 days. You will also get access to download the slides.

Do you avoid giving people tough feedback because you know they’ll get angry or drag their feet? When you “speak the truth,” do people get defensive or start blaming and making excuses?

According to a Leadership IQ study, 81% of managers have avoided confronting a subordinate about inappropriate behavior, even when a customer or the organization suffered as a result. And a whopping 93% of people have avoided confronting a coworker about inappropriate behavior.

The most successful organizations know that the only way to grow and succeed is to give tough feedback in a way that people actually listen and change.

In this 60-minute webinar training session called Giving Tough Feedback Without Making People Angry, you’ll learn how to "speak the truth" and give tough feedback in a way that doesn't make people defensive or angry. When somebody does something that needs correcting, you can't just ignore the problem. So we'll give you specific scripts to tackle this very delicate conversation.

This 60-minute webinar called “Giving Tough Feedback Without Making People Angry” will show you:

  • 6-step script for delivering tough feedback without making the recipient defensive
  • How to delayer your conversations in 4 parts (Facts, Interpretations, Reactions, Ends) and learn which pieces you should and shouldn’t share
  • Why you should never use “I statements”
  • 4-step script for delivering tough feedback when you have a bad relationship with the recipient
  • 1-sentence that opens and deescalates tough conversations
  • 4-Question Quiz for testing whether you’re making people defensive with blaming and loaded language
  • Why you should never use a “compliment sandwich”
  • Assessing your relationship so you know how this person will take your feedback
  • How to avoid “pleading” and “attacking” in tough conversations

Stay in touch

Call us

We'd love to hear from you. Call us at 1-800-814-7859 and we'll be happy to answer any questions you have.

Latest posts

  • 5 Ways To Help Employees Overcome The Excuse Mentality
    ExcusesThe antidote to the excuse mentality is accountability where people take ownership, fix problems and bring solutions. Mentally and emotionally, accountability is where every leader wants their people to be. But accountability is not an either/or kind of phenomenon. Denial, blame, excuses and anxiety are all stages leading up to accountability that are part of the excuse mentality.

    This article originally appeared on Forbes by Mark Murphy, Founder of Leadership IQ The antidote to the excuse mentality is accountability where people take ownership, fix problems and bring solutions. Mentally and emotionally, accountability is where every leader wants their people... Read more →

  • Video: Flattery
    Here's a dirty little secret that falls under the heading of communication skills: Flattery actually does work. It is effective. Saying nice things to people is a really good way to build relationships (it's not the only way, but it is a helpful tool). Great sales people know this. 

      Make Flattery Part of Your Communication Skills Here's a dirty little secret that falls under the heading of communication skills: Flattery actually does work. It is effective. Saying nice things to people is a really good way to build... Read more →

  • Why Trying To Reach Consensus Can Make People Angry
    The majority of organizations like to consider themselves at least somewhat collaborative (most CEOs don’t raise their hands when you ask them if they want to create a cutthroat or dictatorial organization). Because of this, when we ask leaders how they like to make decisions, a large portion say they like to reach consensus.

    This article originally appeared on Forbes by Mark Murphy, Founder of Leadership IQ When I ask leaders how they like to make decisions, a large portion say they like to reach consensus. But actually reaching consensus is hard and usually time-consuming.... Read more →