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Giving Feedback and Coaching Course 2026

This course is for supervisors, team leads and anyone who gives feedback at work in Canada. It covers specific, behaviour-based feedback, timing, recognizing good work, correcting problems, coaching with the GROW model, difficult conversations, documentation and respectful language, with examples from retail, hospitality, offices and security. Each topic has a short lesson and an untimed quiz, followed by a timed 35-question final assessment; score 80% or more to earn a Certificate of Completion.

  • Kurso
  • Canada
  • 97 tanong
  • Sinuri noong Oktubre 13, 2026
  • Na-fact-check noong Oktubre 13, 2026

Mabilis na sagot

Ang libreng kursong ito ay may mga 150 minutong aralin, 6 quiz sa paksa na walang limitasyon sa oras (97 tanong lahat) at isang final assessment na may oras na may 35 tanong na pinili nang random. Kumuha ng 80% o higit pa sa final assessment para ma-download ang sertipiko ng pagkumpleto (pribado, hindi accredited). Sinuri laban sa mga opisyal na sanggunian noong Oktubre 13, 2026.

Magsimula sa mga aralinGiving Feedback and Coaching Course: Lessons: mga 150 minutong pagbasa. Saklaw ng mga aralin ang bawat tanong sa pagsusulit.

Ang matututunan mo

  • Give specific, behaviour-based feedback using situation, behaviour, effect and next step
  • Choose the right time, place and channel for positive and corrective feedback
  • Recognize good work in a way that is specific, fair, timely and sincere
  • Give clear, private and respectful corrective feedback focused on change
  • Lead a coaching conversation with the GROW model and agree on actions that can be checked
  • Prepare for difficult conversations and write short, factual records
  • Use inclusive, respectful language and apply the same standards to everyone

Kumuha ng 80% o higit pa para ma-download ang iyong sertipiko.

Ang iyong study plan

Basahin ang bawat aralin, sagutan ang quiz nito (walang limitasyon sa oras, may paliwanag), saka ang final assessment na may oras. Bagong halo ng mga tanong ang pinipili sa bawat pagkakataon. Naka-save ang iyong progreso sa browser na ito.

  1. Basahin ang mga aralin6 aralin, mga 150 min
  2. Quiz sa paksa 1: Specific, behaviour-based feedback16 tanong
  3. Quiz sa paksa 2: Timing, setting and two-way delivery16 tanong
  4. Quiz sa paksa 3: Recognizing good work and correcting problems16 tanong
  5. Quiz sa paksa 4: Coaching conversations with the GROW model17 tanong
  6. Quiz sa paksa 5: Difficult conversations and documentation16 tanong
  7. Quiz sa paksa 6: Inclusive and respectful language16 tanong
  8. Final exam35 tanong, 35 min · Kumuha ng 80% o higit pa

Quiz sa paksa 1: Specific, behaviour-based feedback

  1. Tanong 1 ng 16

    Which comment describes behaviour rather than personality?
    Ipakita ang sagot

    Sagot: A. You left the stockroom door unlocked after your break.

    Behaviour is what someone said or did that others could see or hear. Labels like careless or lazy are judgments.

  2. Tanong 2 ng 16

    What is a quick test for whether a comment describes behaviour?
    Ipakita ang sagot

    Sagot: D. A camera could have recorded it.

    If a camera could have recorded it, it is behaviour. If not, it is probably a judgment or a guess.

  3. Tanong 3 ng 16

    Why are labels such as "rude" or "lazy" poor feedback?
    Ipakita ang sagot

    Sagot: C. They judge the person and don't say what to change.

    Personality labels make people defensive and give them nothing specific to change.

  4. Tanong 4 ng 16

    In the four-part pattern (situation, behaviour, effect, next step), what does the "effect" part explain?
    Ipakita ang sagot

    Sagot: B. Why the behaviour matters to customers, the team or safety

    The effect explains why the behaviour matters, such as its result for customers, the team or safety.

  5. Tanong 5 ng 16

    Which is the best way to begin feedback with the "situation" part?
    Ipakita ang sagot

    Sagot: A. "At last night's 11 p.m. shift change..."

    The situation part says when and where. The other openings judge the person or exaggerate.

  6. Tanong 6 ng 16

    A supervisor says, "You always mess up the cash count." What is the main problem with this?
    Ipakita ang sagot

    Sagot: B. "Always" is rarely true and starts an argument.

    Words like always and never are rarely accurate, so the person argues about them instead of changing.

  7. Tanong 7 ng 16

    A hotel manager hears from a coworker that a room attendant is rude to guests. What should the manager do before giving feedback?
    Ipakita ang sagot

    Sagot: A. Check the facts and find specific examples

    If you only heard about a problem, check the facts first. Rumours and unnamed complaints are not fair feedback.

  8. Tanong 8 ng 16

    Which feedback gives the clearest next step?
    Ipakita ang sagot

    Sagot: B. "Please write the time of each round in the log."

    A clear next step says exactly what to do from now on.

  9. Tanong 9 ng 16

    Which statement guesses at a motive instead of describing behaviour?
    Ipakita ang sagot

    Sagot: B. "You don't care about our guests."

    You cannot see why someone acts as they do. "You don't care" is a guess about motive; the others describe what happened.

  10. Tanong 10 ng 16

    Why is "Great job!" less useful than it could be?
    Ipakita ang sagot

    Sagot: B. It does not say which actions to repeat.

    Specific praise tells the person exactly what to keep doing. "Great job" does not.

  11. Tanong 11 ng 16

    A grocery supervisor has five problems to raise with a new clerk. What is the better approach?
    Ipakita ang sagot

    Sagot: A. Focus on the one or two most important points.

    One or two points at a time are easier to act on than a long list.

  12. Tanong 12 ng 16

    Which phrase speaks for yourself instead of relying on unnamed sources?
    Ipakita ang sagot

    Sagot: C. "I noticed the coffee station was empty at 10 a.m."

    Speaking for yourself ("I noticed...") is fair and specific. "Everyone says" is vague and can't be checked.

  13. Tanong 13 ng 16

    Read the feedback. Which sentence part is the "effect"?

    A kitchen supervisor said this to a cook:

    (1) "At Tuesday's lunch rush, (2) you left the walk-in cooler door open for about 15 minutes. (3) The temperature went above the safe limit, and we had to throw out two cases of chicken. (4) Please close the door every time. Would a door alarm help?"

    Ipakita ang sagot

    Sagot: C. Part 3

    Part 3 explains why the behaviour mattered: unsafe temperature and wasted food.

  14. Tanong 14 ng 16

    Read the feedback. Which sentence part is the "next step"?

    A kitchen supervisor said this to a cook:

    (1) "At Tuesday's lunch rush, (2) you left the walk-in cooler door open for about 15 minutes. (3) The temperature went above the safe limit, and we had to throw out two cases of chicken. (4) Please close the door every time. Would a door alarm help?"

    Ipakita ang sagot

    Sagot: D. Part 4

    Part 4 says what to do from now on and asks a question about support.

  15. Tanong 15 ng 16

    What does it mean to link feedback to a standard?
    Ipakita ang sagot

    Sagot: B. Pointing to the policy or procedure the work should meet

    Linking to a standard means naming the policy, procedure or post orders, not comparing people with coworkers.

  16. Tanong 16 ng 16

    An office manager says: "Your report was late again. You obviously don't take this job seriously." Which version keeps the facts and removes the judgment?
    Ipakita ang sagot

    Sagot: C. "The report was due Friday at noon and came Monday. What got in the way?"

    It states the facts (due date and arrival) and asks a question instead of guessing at the person's motives.

Ang dapat malaman bago ang pagsusulit

  • CCOHS lists recognition and reward as a psychosocial factor at work: employees' efforts are acknowledged and appreciated in a fair and timely manner.
  • CCOHS describes psychological protection as employees feeling able to ask questions, seek feedback, report mistakes and problems, or propose new ideas without fearing negative consequences.
  • CCOHS lists clear leadership and expectations as a psychosocial factor: leadership and support that help employees know what they need to do and how their work contributes.
  • CCOHS notes that offering constructive feedback, guidance or advice about work-related behaviour is not considered bullying, and neither is reasonable management of performance.
  • The federal public service's performance management program lists continuous feedback and coaching, and employee recognition, as activities throughout the year.
  • The Government of Canada's Guidelines for Inclusive Writing have five main principles, including respecting people's wishes and writing clearly and effectively.
  • When writing to or about someone, the Language Portal of Canada advises using the person's specified courtesy title and pronouns.
  • The Canadian Human Rights Act lists prohibited grounds of discrimination, including race, colour, religion, age, sex, sexual orientation, gender identity or expression and disability.

Mga madalas itanong

What is the Certificate of Completion, and what is it not?

It shows that you finished this course and scored at least 80% on the final assessment. It is not an accredited qualification, a professional coaching credential, or a vendor, employer or government certification.

How does the final assessment work?

It has 35 questions drawn at random from the course question bank, with a 35-minute time limit. You need 80% (28 of 35) to pass, and each attempt gives you a new mix of questions.

Do I need to be a supervisor to take this course?

No. It is written for supervisors and team leads, but anyone who gives feedback to coworkers, trains new staff or wants to grow into a leadership role can use it.

Is GROW the only coaching model?

No. GROW (Goal, Reality, Options, Way forward) is one common, simple model. The course uses it because it is easy to remember and works for short workplace conversations.

Does this course replace my employer's HR or discipline process?

No. Harassment complaints, discipline and human rights issues have set steps. Always follow your employer's policies and talk to your manager or human resources when you are unsure.

Accredited ba o opisyal na kinikilala ang sertipiko?

Hindi. Ito ay pribadong sertipiko ng pagkumpleto para lamang sa kaalaman. Hindi ito kinikilala, hindi accredited at hindi inaprubahan ng anumang pamahalaan, ahensyang nagbibigay ng lisensya, regulator o institusyong pang-edukasyon, at hindi nito pinapalitan ang anumang lisensya, sertipikasyon o pagsasanay na hinihingi ng batas.

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