Business School Professor
A skilled feedback culture improves employee performance, innovative capacities, and morale. Cameron’s evidence-based feedback training is rooted in behavioral science, tailored to your organization, and designed to stick.
Explore training options ➝
From high-impact keynotes to deep-dive cultural transformations, he meets your team exactly where they are.
High-energy, 45-60 minute sessions designed to spark immediate awareness and shift perspectives on feedback. Perfect for all-hands meetings and conferences.
Interactive half-day or full-day sessions where teams practice frameworks in real-time. Move beyond theory into behavioral change and skill acquisition.
Long-term partnership to rebuild your organization’s feedback architecture. We assess, design, and implement systems that sustain a growth culture.
Most feedback training is cookie-cutter. Cameron pairs insights from behavioral science with the lived realities of human relationships.
His work on Harvard’s Feedback Essentials course, an HBS Publishing webinar, and the Harvard Business Review article The Right Way to Process Feedback struck a chord with leaders across industries—from fighter pilots to yoga instructors to executives.
Why? Because it drew from industry experience, academic research, and his deep curiosity in how people learn, communicate, and grow.
This means Cameron’s training isn’t cookie-cutter. It’s about understanding your context—your people and your unique pressures—and delivering an evidence-based approach that strengthens the feedback skills most tied to your success.
Cameron popularized “processing” as a distinct, essential step alongside giving and receiving. Processing explores the reflection, meaning-making, and emotional engagement that follow feedback moments.
To make this practical, he uses proprietary tools like:
Cameron also developed the concept of employee feedback literacy, which allowed him to bring core feedback literacy components into the workplace for the first time. Prior to this, feedback literacy was a term only applied to the teacher-student relationship.
During his time at Cisco, he expanded the scope and applied it to the world of work. Employee feedback literacy is about building the five essential feedback skills:
Most training divides givers and receivers. Cameron’s helps people thrive in both roles, showing how feedback skills are mutually reinforcing.
From his HBR article: “I believe it’s critical to let feedback run through both your body and your mind. That means feeling your feelings and investigating why you may be feeling them.”
Cameron works to integrate behavioral science and somatic wisdom with mindfulness to help people embody—not just intellectualize—feedback growth.
This creates a training that reframes feedback to empower the receiver—not just glorify the giver—inviting balance, empathy, and agency into the conversation. In his experience, this provides a far more practical way to ensure you can show up with your best and most feedback-literate self when the stakes are high.
Some leaders prefer to guide their own team’s feedback training. Before you do, Cameron recommends reading his article on facilitating employee feedback training.
The world’s most evidence-based course on feedback. It’s a powerful primer designed to be used like a book club: Watch a section, discuss takeaways, and practice.
Review the web’s most comprehensive guide on workplace feedback. From definitions to difficult conversations, this is your complete reference manual.
Whether you’re in HR, L&D, or leading a department, the resources above will help you guide your team with clarity and confidence.
If you still wish to partner directly, tell us about your team and its needs below. Cameron will respond if it aligns with his focus and schedule (see note above about June 2026 availability).
Common questions about evidence-based feedback training.
Strong feedback cultures have been shown to have better metrics around employee engagement, collaboration, performance, and retention. Research has consistently highlighted how feedback—when delivered and received well—boosts clarity, psychological safety, and trust within teams.
While hundreds of academic papers (and experiences) have shaped Cameron’s thinking, here’s a list of 19 spanning over four decades.
Still, while the academic research hasn’t spent much time examining feedback training programs directly, in his experience, those programs that exist don’t go nearly far enough. Most only teach how to give feedback (and rarely base their teachings on research) and ignore the other vital capacities: seeking, receiving, processing, and using.
His approach is built different. It’s grounded in decades of behavioral science, organizational psychology, and adult learning research. It’s also been tested in the real world—from the Fortune 100 and scrappy nonprofits to classrooms of critical MBA students. Whether via in-person workshops or virtual presentations, Cameron’s feedback training helps participants build skills they can immediately apply.
Evidence-based feedback training equips employees with tools, language, and mindset—not just theory. It leads to better decisions, healthier conflict, and more continuous learning.
Effective feedback training helps organizations in three major ways: performance, trust, and retention.
Feedback training also helps reduce “feedback debt”—the organizational silence that can build over time when feedback is avoided. Whether you’re onboarding new hires, supporting emerging leaders, or strengthening executive teams, feedback training turns communication friction into momentum.
SBI is a helpful framework for giving feedback—but it’s only one small piece of a very complex human puzzle.
Most feedback failures don’t happen because the giver used the wrong words. They happen because:
A truly healthy feedback culture requires more than a single framework. It means helping your people develop all five essential skills of employee feedback literacy, a term Cameron coined back in 2022 to describe these core components:
His programs introduce SBI and other frameworks in context, but they go deeper. You practice. You will explore real-life cases. You will navigate discomfort. This turns concepts into habits—and habits into culture.
Video learning has its place—and Cameron offers a free course on feedback for exactly that reason. But when it comes to real feedback transformation, videos alone usually fall short.
Here’s why:
In his workshops, participants aren’t passive viewers—they’re active learners. They role-play difficult conversations, reflect on past experiences, and apply frameworks to current challenges. You will surface the “why” behind feedback reluctance, and co-create strategies to build safety and trust.
So yes, online videos can start the conversation. But if you want behavior change and culture change, live feedback training is where it happens.
His feedback training programs are flexible, but they’re especially valuable for:
In all cases, he tailors the session to the audience’s current level of feedback literacy—and their real-world context. Whether you want a broad culture shift or targeted skills for one group, the training adapts.
Yes. Cameron offers feedback training in several formats to meet your team’s needs:
All formats can be delivered virtually or in person, and all are customized to your organization’s structure, goals, and readiness level.
Absolutely. While the core feedback principles he teaches are based on universal human dynamics—like fear of rejection or the desire for growth—every organization is different.
Before any engagement, Cameron learns about:
Then he tailors the language, case studies, and delivery format to meet your people where they are. For example, in high-regulation industries, Cameron will bring in compliance-relevant examples; for startups, he might focus more on speed and iteration.
Cameron is a big fan of AI for feedback. It can assist, but it can’t replace the human work of giving and receiving feedback well.
AI tools may help by suggesting better wording, highlighting bias, or offering prompts. These are great enhancements. But the relational heart of feedback—empathy, timing, body language, tone, power dynamics—still lives in human-to-human interaction.
Effective feedback isn’t just about clarity; it’s about connection. His training helps your team practice these interpersonal skills in real conversations. You will also explore how to use AI tools responsibly without losing the nuance and care required in tough feedback moments.
Yes, and Cameron actively encourage that they do! The world would be a better place if more leaders did just that.
That’s why he created a dedicated article to help: Facilitating Employee Feedback Training.
Internal facilitators often understand their culture deeply. However, Cameron can partner with them to provide research-grounded methodology and cross-industry experience to help spark momentum.
Start by thinking about who you want in the room—and why.
In workshops, group size and composition matter. His in-person sessions are typically:
Workshops succeed when participants feel safe, engaged, and ready to practice. Want to explore? Fill out the form above to start the conversation.
Cameron’s evidence-based training can be the bridge between the culture you have and the one you just envisioned.
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