The problem this workshop addresses
- Feedback is either too vague or too blunt.
- People leave unclear about what should change.
- Managers need a repeatable method that still leaves room for ownership.
Who this workshop is for
People managers, HR partners, and L&D teams.
- Managers who avoid feedback until the issue has grown
- Teams where feedback is either too vague or too blunt
- HR and L&D sponsors who need a compact, repeatable feedback format
What participants leave with
- Prepare concrete observations
- Name impact without turning feedback into a verdict
- End with a coaching question and usable next step
Client voices from related work
Selected from approved client testimonials that match the theme of this workshop.
“I was surprised about the effective and thorough workshop follow-up, something I have not experienced before. The online sessions were run as if everyone were in the same room again. No death-by-powerpoint, but real interaction!”
“A great course - we learned in small steps, had a lot of practice with real world examples, made commitments for the next actions after the course and the most remarkable thing - we had follow-up meetings to help to apply things in practice.”
“Maik had a fantastic feel for the people in the room and simply radiated energy throughout. I was astounded and surprised by how easy it seemed for Maik to invite, include and excite everyone in our diverse workshop group.”
What gets practised
- STAR-Q feedback structure
- Impact language
- Coaching question close
Workshop flow
Turn vague impressions into situation-specific evidence
Separate behaviour, impact, intent, and interpretation
Practise the STAR-Q structure on real feedback scenarios
Close with a next step the other person can actually use
Typical use cases
- Manager feedback training
- Performance cycles
- HR capability building