Installing a feedback culture means more than just learning the conversational techniques. It is about creating a safe environment where people feel comfortable giving feedback, where feedback is not seen as an attack but as an opportunity to learn and grow. Where we know our own triggers and consider the preferences of others. So the challenge lies in installing a growth mindset towards feedback, giving people insight into their underlying internal processes, and providing tools to give feedback correctly.
Our brain learns through repetition. When we repeat new things regularly, we create new pathways in our brain. This is why we have chosen a pathway consisting of several building blocks:
Inspiration session: to put “Let’s talk!” top of mind within Telenet.
Training sessions: to gain insight into the internal processes behind feedback and practice conversation techniques. Theoretical sessions and practice sessions alternate.
Toolbox: to include all employees who could not participate in the sessions. This consists of learning materials that internal trainers could use to organise training sessions themselves.
Learning Lab: to secure the knowledge gained. This is e-content in various forms such as videos, e-magazines, quizzes, self-scans, etc. that employees can study autonomously.
With the different building blocks each laying the same emphasis from a different angle, we created a common language within Telenet. Using the same words and concepts lowers the threshold for addressing each other and viewing feedback as an opportunity to grow.
Interested in how we build such trajectories? Let’s talk!
In the transformation towards a culture of continuous feedback, we engaged The Tipping Point as our training partner. I was greatly impressed by the speed with which they were able to develop a customized learning program. Their strong expertise in the field of feedback quickly became apparent. Covid-19 introduced an additional challenge, which they embraced as an opportunity to go digital. The Tipping Point is not just a training provider. You can build a close partnership with them, based on open, to-the-point communication in which feedback is genuinely valued and acted upon. At the same time, they offer a remarkable level of flexibility to meet evolving needs and demands.
Our brain learns through repetition. When we repeat new things regularly, we create new pathways in our brain. This is why we have chosen a pathway consisting of several building blocks:
Inspiration session: to put “Let’s talk!” top of mind within Telenet.
Training sessions: to gain insight into the internal processes behind feedback and practice conversation techniques. Theoretical sessions and practice sessions alternate.
Toolbox: to include all employees who could not participate in the sessions. This consists of learning materials that internal trainers could use to organise training sessions themselves.
Learning Lab: to secure the knowledge gained. This is e-content in various forms such as videos, e-magazines, quizzes, self-scans, etc. that employees can study autonomously.
With the different building blocks each laying the same emphasis from a different angle, we created a common language within Telenet. Using the same words and concepts lowers the threshold for addressing each other and viewing feedback as an opportunity to grow.
Interested in how we build such trajectories? Let’s talk!
In the transformation towards a culture of continuous feedback, we engaged The Tipping Point as our training partner. I was greatly impressed by the speed with which they were able to develop a customized learning program. Their strong expertise in the field of feedback quickly became apparent. Covid-19 introduced an additional challenge, which they embraced as an opportunity to go digital. The Tipping Point is not just a training provider. You can build a close partnership with them, based on open, to-the-point communication in which feedback is genuinely valued and acted upon. At the same time, they offer a remarkable level of flexibility to meet evolving needs and demands.
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You don’t build a strong culture of dialogue with a one-size-fits-all approach. To make dialogue work effectively within organizations, we offer various formats tailored to different needs and situations. These tools help strengthen skills, drive change, and achieve learning objectives. Discover how our formats contribute to impact and sustainable results.
To build a culture of dialogue, developing strong communication skills is essential. This serves as the foundation for organizations to make conversations work effectively. To support organizations in this effort, we deliberately focus on three powerful levers to foster a thriving culture of dialogue: Psychological Safety, Leadership, and a Feedback Culture. Each of these elements contributes to a culture where conversations drive growth, innovation, and sustainable results.