Feedback is Fuel

Become better at giving and receiving feedback in the workplace

4.44 (35066 reviews)

Udemy

platform

English

language

Career Development

What you will learn

Establish a framework for giving all kinds of feedback (SBI Model)

Identify WHERE, WHEN and HOW to give feedback

Develop a growth mindset associated with giving and receiving feedback

Reduce fear and anxiety associated with giving and receiving feedback

Course Gallery

Feedback is Fuel – Screenshot 1 — Screenshot 1 – Feedback is Fuel

Feedback is Fuel – Screenshot 2 — Screenshot 2 – Feedback is Fuel

Feedback is Fuel – Screenshot 3 — Screenshot 3 – Feedback is Fuel

Feedback is Fuel – Screenshot 4 — Screenshot 4 – Feedback is Fuel

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Comidoc Review

Our Verdict

This Feedback is Fuel course on Udemy offers valuable insight into the process of giving and receiving effective workplace feedback. By presenting actionable strategies like the SBI model, learners gain practical skills to foster growth mindset cultures while managing interpersonal interactions. Despite technological navigation challenges and potential triggers caused by certain sections, this concise training maintains learner engagement via clear instruction, relatable scenarios, and interactive activities.

What We Liked

The course provides valuable frameworks and strategies for giving and receiving feedback effectively, introducing the SBI (Situation-Behavior-Impact) model which helps structure feedback conversations.
Examples and case studies throughout the course enhance understanding of clear and actionable feedback delivery. It also inspires proactive seeking out of feedback from others to create a growth mindset culture.
The instructor is clear, empathetic, and charismatic, keeping learners engaged with fun interludes like 'Mean Tweets' sections, making it relatable across various positions in any company.
Interactive activities like quizzes, surveys, and feedback during video scenarios help maintain engagement throughout each session.

Potential Drawbacks

More specific direction for accessing resources would have been helpful; some learners struggled with navigating the course technology and locating certain features.
Some found the 'mean feedback' section potentially upsetting as it publicly showcases berating scenarios—though this part is intended to illustrate how not to give feedback.
Additional examples of applying the SBI model in various workplace scenarios would reinforce its usage, especially for differentiating poorly received feedback from well-received ones.
Discussion on handling immediate feedback situations where preparation might not be possible could have been addressed.