Ways to Encourage Open Feedback in Workshops

My workshop feedback method has a 100% response rate — and uses zero forms. I ditched post-workshop surveys because… no one filled them out and the ones who did wrote things like “Great workshop 🤗 ” (helpful… ish ⁉️ ). So now I use my four-question, four-colour sticky-note system at the closing of a workshop. It’s fast, visual, and human. It surfaces real language, real commitments, and real insight. Reflection becomes baked into the workshop instead of bolted on. Here’s the magic. I ask everyone to respond to these phrases individually 🟡 “I learned / liked / aha!” - Quick bursts of insight. One idea per sticky. No faffing. 🟢 “I will…” (What ideas do you plan to implement immediately?) - The gold. Actual commitments. I can instantly see what’s going to live beyond the room. 🔴 “I wish…” (What support do you need or what else do you wish we had explored today?) - Constructive, honest improvement ideas and what they need to succeed post-workshop. Better than any anonymous text box. 🔵 One word (What single word best describes your overall reaction to the session?) - These become my word cloud*, and it tells me the emotional temperature in one glance. Then, in small groups, participants choose their top insights, star them, and share them with the room. It turns into this joyful moment where you can see what activities really landed and what learning truly stuck. Impact? • I can literally see what resonated. • The “I will…” notes show behaviour change starting before people even leave the room. • The “I wish…” notes help me evolve each workshop immediately. • And the one-word cloud gives me a pulse check that’s surprisingly accurate. (see word cloud from 10 workshops* - 210 words - in comments) Yes, I still type them all into a spreadsheet by hand (there’s something human and connective about reading people’s handwriting). Then I let AI help me spot themes and patterns. It’s simple. It’s human. It works. And gives clients tangible, meaningful insights... Curious: how do you gather feedback that actually helps you get better? #PlayMore #JudgeLess #feedback #facilitation

Real learning doesn’t happen in slides and lectures. It happens in safe spaces where people reflect, admit, and grow. In one of my recent workshops, I noticed something powerful. The participants weren’t just answering questions. - They were opening up. - Sharing stories of frustration, anger, and even self-doubt — things they rarely voice at work. One of them said: “I realized I never show my anger in office. I keep it inside, only to release it later while jogging or running. For the first time here, I could admit that openly.” Another spoke about how taking a simple six-second pause changed how he showed up with his team. Others reflected on how their own mindset was holding them back more than the system. These weren’t just techniques being discussed. They were transformations in real time. It struck me — this doesn’t happen by accident. It happens when you create a safe space. A container where people feel respected, not judged. Where reflection is encouraged, and stories are welcomed. That’s the hidden role of a facilitator. Not to provide all the answers, but to hold a mirror — and give people the courage to look into it. So what does it take to create such a space? Here are 3 things I keep in mind: 1) Model vulnerability first – when you share honestly, others follow. 2) Listen without judgment – silence can sometimes be more powerful than advice. 3) Ask questions, don’t impose answers – transformation happens when people discover their own truth. Workshops don’t transform people. Safe spaces do. It’s the facilitator’s job to build them. What’s one thing you’ve seen a facilitator or leader do that instantly made you feel safe to share openly? Follow me for more real stories and insights on leadership, learning, and growth.

𝗧𝗵𝗲 𝗜𝗺𝗽𝗼𝗿𝘁𝗮𝗻𝗰𝗲 𝗼𝗳 𝗙𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗶𝗻 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗴 𝗮𝗻𝗱 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗺𝗲𝗻𝘁 🗣️ Ever feel like your Learning and Development (L&D) programs are missing the mark? You're not alone. One of the biggest pitfalls in L&D is the lack of mechanisms for collecting and acting on employee feedback. Without this crucial component, your initiatives may fail to address the real needs and preferences of your team, leaving them disengaged and underprepared. 📌 And here's the kicker—if you ignore this, your L&D efforts risk becoming irrelevant, wasting valuable resources, and ultimately failing to develop the skills your workforce truly needs. But don't worry—there’s a straightforward fix: integrate feedback loops into your L&D programs. Here’s a clear plan to get started: 📝 Surveys and Questionnaires: Regularly distribute surveys and questionnaires to gather insights on what’s working and what isn’t. Keep them short and focused to maximize response rates and actionable feedback. 📝 Focus Groups: Organize small focus groups to dive deeper into specific issues. This setting allows for more detailed discussions and nuanced understanding of employee needs and preferences. 📝 Real-Time Polling: Use real-time polling tools during training sessions to gauge immediate reactions and make on-the-fly adjustments. This keeps the learning experience dynamic and responsive. 📝 One-on-One Interviews: Conduct one-on-one interviews with a diverse cross-section of employees to get a more personal and detailed perspective. This can uncover insights that broader surveys might miss. 📝 Anonymous Feedback Channels: Ensure there are anonymous ways for employees to provide feedback. This encourages honesty and helps identify issues that employees might be hesitant to discuss openly. 📝 Feedback Integration: Don’t just collect feedback—act on it. Regularly review the feedback and make necessary adjustments to your L&D programs. Communicate these changes to employees to show that their input is valued and acted upon. 📝 Continuous Monitoring: Use analytics tools to continuously monitor engagement and performance metrics. This provides ongoing data to help refine and improve your L&D initiatives. Integrating these feedback mechanisms will not only enhance the effectiveness of your L&D programs but also boost employee engagement and satisfaction. When employees see that their feedback leads to tangible changes, they are more likely to be invested in the learning process. Have any innovative ways to incorporate feedback into L&D? Drop your tips in the comments! ⬇️ #LearningAndDevelopment #EmployeeEngagement #ContinuousImprovement #FeedbackLoop #ProfessionalDevelopment #TrainingInnovation

I've helped teams build stronger communication cultures. (sharing my proven framework today) Building open communication isn't complex. But it requires dedication. Daily actions. Consistent follow-through. Here's my exact process for fostering feedback culture: 1. Start with weekly 30-min team check-ins → No agenda, just open dialogue → Everyone speaks, no exceptions → Celebrate small wins first 2. Implement "feedback Fridays" → 15-min 1:1 sessions → Both positive and constructive feedback → Action items for next week 3. Create anonymous feedback channels → Digital suggestion box → Monthly pulse surveys → Clear response timeline 4. Lead by example (non-negotiable) → Share your own mistakes → Ask for feedback publicly → Show how you implement changes 5. Set clear expectations → Document feedback guidelines → Train on giving/receiving feedback → Regular reminders and updates 6. Follow up consistently → Track feedback implementation → Share progress updates → Celebrate improvements 7. Make it safe (absolutely crucial) → Zero tolerance for retaliation → Protect confidentiality → Reward honest feedback Remember: Culture change takes time. Start small. Build trust. Stay consistent. I've seen teams transform in weeks using these steps. But you must commit fully. Hope this helps you build stronger team communication. (Share if you found value) P.S. Which step resonates most with you? Drop a number below. #team #communication #workplace #employees

FeedForward......a step towards a better culture We’ve all experienced feedback at various stages of our lives, and many of us now find ourselves in positions to provide it. But how different are our feedback sessions? Are we truly considering the mindset of the individual sitting across from us? Let’s take a moment to shift our perspective and foster a better culture and environment—one that prioritizes safety and openness. Instead of merely giving feedback, let's focus on sharing feedforward. This approach not only uplifts individuals but also empowers them to grow and thrive. So, how should an effective feedforward session look? Here are a few key elements: Create a Safe Space: Ensure that the environment is supportive and free from judgment, allowing individuals to express themselves openly. Focus on Future Growth: Shift the conversation towards actionable insights that can lead to improvement and development, rather than dwelling on past mistakes. Encourage Active Participation: Invite everyone to share their thoughts and ideas, fostering a collaborative atmosphere where all voices are heard. Be Specific and Constructive: Provide clear, actionable suggestions that can help the individual enhance their skills and performance. Follow Up: Revisit the conversation to assess progress and encourage ongoing dialogue about growth. To cultivate a robust feedback culture, organizations must invest in training that equips employees with the skills to engage in meaningful conversations. At DHL Global Forwarding, we are committed to developing a culture of feedforward, where every interaction is a stepping stone toward personal and professional development. How do you approach these conversations in your teams? Let’s learn from each other!

No one really likes filling out surveys after a workshop. STOP and do these three things instead. Let’s be honest: You feel awkward giving out surveys. Participants want to get on with their lives. And everyone groans a little inside. Don't get me wrong. Surveys are valuable tools. Any self-respecting consultant, trainer, or facilitator will want to know. It helps us demonstrate value. And provides feedback to help us grow and improve. Here are 3 alternative ways to collect data 1️⃣Set clear, active objectives Write objectives using verbs. This let's you SEE and HEAR success. Avoid vague objectives like “to understand” Share at the start and track throughout. 2️⃣ Debriefs Structure the debrief Give participants space to process. Get the learning. Include accountability and ownership. 3️⃣ Use a feedback wall Set up a (physical or virtual) with 2 prompts: - “What I appreciated about this session...” - “What would have made it better for me...” Encourage participants to leave notes as they leave. ... These techniques not only give you valuable feedback but also create a more reflective and engaging experience. It doesn't measure long-term impact But it gives you proxy indicators. Because transformation happens when clarity meets action. Design with intention, deliver with purpose. And if you're self-employed, it's a game changer in credibility that will have your clients want you to come back for more. ~~ ♻️ Share if you think more facilitators should consider these. ✍️ Have you used any of these strategies before?

In a CULTURE of continuous feedback, people aren’t just "allowed" to give feedback; they’re actively encouraged to. It's where feedback isn’t reserved for formal reviews or the occasional meeting; it’s a natural part of daily work. A true CULTURE of continuous feedback means that: ✳️ People share ideas freely, knowing their thoughts are valued. ✳️ Teams regularly check in to discuss what’s going well and where things might need adjustment. ✳️ Leaders and managers seek feedback as much as they give it, showing that everyone’s input matters. ✳️ Constructive criticism is welcomed, and people see it as an opportunity to make things better, not as a judgment on them. If this all sounds very different to your existing culture- here's a few things you can try: ✔️ Set up Regular Check-Ins (Daily huddles, 1:1 coaching sessions and weekly meetings provide the necessary space for people to share their ideas, address challenges, and offer suggestions for improvement. ✔️ Create Feedback Channels: While direct feedback is a sign of a healthy feedback culture, there will always be people who don't like to speak up about how they feel so give people multiple ways to share feedback e.g. through suggestion boxes (physical or digital) or anonymous surveys. ✔️ Lead by Example: Simple- Ask for feedback on your own performance or decisions. If you struggle with this, you need a coach!! ✔️ Encourage Real-Time Feedback: Encourage people to give feedback in the moment rather than waiting for formal reviews or structured meetings. If someone spots an improvement opportunity during a task, they should feel free to speak up right then. ✔️ Recognize and Act on Feedback: Feedback culture only works if people see that their input leads to real change. Yesterday, we talked about recognizing the real experts—the people who do the work. In a feedback culture, this means actively listening to those insights and implementing changes based on what people who carry out the process are seeing and experiencing. They know better than anyone how things really work and where the bottlenecks lie. 💡 This culture isn't built overnight but it's entirely possible to build over time, once leaders are open to their own development and willing to make changes in their own behaviours first! #feedback #feedbackculture #leadership #continuousimprovement #lean #leanmanagement

Ever noticed how a comfortable environment sparks the best conversations? One of the key takeaways from my years of experience in community building and public speaking is the importance of making people feel comfortable. Whether it’s during a workshop, a team meeting, or a large conference, creating a welcoming atmosphere encourages open dialogue and meaningful connections. Here are a few tips to make your audience/group feel at ease: 1️⃣ Start with a warm welcome and a personal story. Put yourself out there so they can too. 2️⃣ Foster an inclusive environment where everyone feels heard. Bring people into the discussion, ask them to share, and listen. 3️⃣ Be approachable and open to questions and feedback; ideally not just at the end but throughout the day or session. How do you make people comfortable in your professional interactions? Please share your tips and stories below. #InclusiveLeadership #CommunityBuilding #PublicSpeaking #ProfessionalGrowth #Engagement #Networking #ConnectionBuilding

🌟 Conversations with a Question Bowl! 🌟 A facilitation technique can be simple and subtle yet have a powerful impact. The Question Bowl, one of my favorite techniques, is perfect for energizing meetings, workshops, or any session. I love introducing it as an opening conversation or a mid-session reflection. Using it can change the group’s patterns of thinking, spark energy, and help participants give opinions in a way that may be easier than speaking in a large group. How It Works: 1️⃣ Create the Bowl and Questions: Use an eye-catching bowl (I love my wire mandala). Write questions tailored to your session's topic, outcomes, and participants. I type questions on colorful paper, placing 5 questions on an 8 x 11 inch paper. Cut question strips, each approximately 8 x 2 inches. Fold the strips in an accordion style. Sometimes, I tape colorful ribbons to each question strip. I make the ribbons long enough to reach out from the bowl. It's a beautiful image. 2️⃣ Set the Stage: Place the bowl on a table or floor, making it accessible to participants. This method works for groups of various sizes—one bowl is typically enough for 4-8 people, but it can also handle larger groups. 3️⃣ Engage the Group: Participants pick a question from the bowl, either by pulling a ribbon or selecting a strip. If they don't want to answer it, each person can return it to the bowl and pull another one, fostering an environment of choice and safety. 4️⃣  Encourage Sharing: Going around the group, each participant answers their question. Sample Questions for Opening Conversations with a Work Team 💠 Describe one thing you looked forward to at work today. 💠 Tell one result that you hope to achieve in your work this year. 💠 Share a “warm face” story. This is a story about a person that you have helped in your work and who you think about with happiness. 💠 Describe the most satisfying success you had in the past two years in your work. 💠 Describe a partnership you value in your work. 💠 What is one non-work activity or interest of yours that most people here may not know? Sample Questions for Mid-Session Reflections 🔸 What do you think about our discussion so far? 🔸 Use three words to describe your feelings about what you have heard. 🔸 What has been fun today? 🔸 What new insights have you gained? 🔸 How can we build upon our ideas? 🔸 What’s next today? Whether you’re a facilitator or want to enhance team meetings, the Question Bowl is a simple yet impactful tool to try. This activity brings fun into the room and can build connections and trust among participants, making it easier for everyone to engage. I am sure that colleagues facilitate similar “question bowl” activities. How are you using it? What adaptations have you made? Robin Parsons, I’d love to hear how you used it in the session we brainstormed, and you recently facilitated. #Facilitation #TeamBuilding #WorkshopTools #QuestionBowl #LeadershipDevelopment #Engagement

If you’re not ending your sessions with reflection, you’re leaving 50% of the learning on the table. Here’s a simple tool I use to fix that: Highlight, Lowlight, Headlight. You can use it in two ways: 1️⃣ For participants: At the end of a session, give people 5–7 minutes to fill it out. Then run a quick Think-Pair-Share. This helps them process what went well in the session, what could’ve been better, and what learnings they’ll apply going forward. 2️⃣ For you as a facilitator: Fill it out yourself after every workshop or class. You’ll notice patterns, learn what resonates with people, and continually improve your practice. What's your go-to reflection tool? Let me know in the comments! (Feel free to steal this template - it’s made for facilitators, trainers, teachers, and anyone who wants a nice way to close sessions in a meaningful way) #Facilitation #Workshops #TrainerTips #Leadership