Feedback training
for growth-led teams.

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.

• Performance: Teams that practice healthy feedback loops identify problems earlier, solve them faster, and make better decisions. Constructive feedback fuels continuous improvement and innovation.
• Trust: A feedback-rich culture builds psychological safety. Colleagues know where they stand and feel empowered to speak up, reducing passive aggression and communication breakdowns.
• Retention: People want to grow. When they receive actionable, fair feedback—and know how to ask for it—they’re more likely to stay and succeed. This is especially critical in a hybrid or remote workplace.

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:

• The receiver wasn’t ready to hear it
• The relationship or team culture didn’t support openness
• Or the feedback wasn’t processed or used effectively

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:

• Seeking feedback
• Giving feedback
• Receiving feedback
• Processing feedback
• Using feedback

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:

1. Feedback is relational, not just informational. It’s a conversation, not a checklist.
2. Live training (virtual or in-person) allows for practice, discussion, and personalization.
3. Participants bring unique histories, emotions, and cultural norms around feedback that require facilitation and reflection.

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:

• New employees: to build strong habits early
• Emerging leaders and new managers: to help them lead with empathy and clarity
• Senior managers: as a refresh and to foster open, accountable teams
• Cross-functional project teams: to reduce misalignment and communication breakdowns
• Executives and leadership teams: to shape a culture of feedback from the top

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:

• Presentations (50–60 minutes): High-energy sessions ideal for leadership events or all-hands meetings.
• Workshops (4 hours or a full-day): Deep-dive, interactive learning focused on skill-building through discussion, roleplay, and case work.
• Consulting (monthly retainer): Ongoing support to help organizations embed feedback into the culture—from train-the-trainer programs to executive coaching.

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:

• Your team’s current comfort level with feedback
• Your industry norms and challenges
• Any recent changes (e.g., mergers, leadership turnover, remote transitions)
• Your goals for the training: tactical, cultural, or strategic

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:

• Intimate (20-30 people) for skill-building and honest dialogue
• Cross-functional when bridging silos is a goal
• Hierarchically sensitive (e.g., keeping direct reports and managers separate when needed)

Workshops succeed when participants feel safe, engaged, and ready to practice. Want to explore? Fill out the form above to start the conversation.