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Corporate
Coach Group

Good leaders help other people succeed

Inspiring Others and Continuous Improvement: Follow On Training 4 hours

This four-hour follow-on course is part of the specialist series designed for delegates who have already completed the Leadership and Management Training two-day programme. The series provides a deeper, more applied focus on each of the six essential leadership skills. This session addresses one of the most demanding: helping other people succeed.

Available as live online training via Microsoft Teams, or as bespoke in-house training tailored to your organisation.

Quality Training
Established 1997
4 CPD Hours
Delivery Options Upcoming Dates

Course Overview

Inspiring others and continuous improvement

The course begins with the five-part success formula: Purpose, Plan, Action, Feedback, Change. Delegates who attended the two-day programme, or completed the setting and achieving goals follow-on, will recognise this framework. Here, the focus shifts from applying it personally to using it as a leadership tool. Delegates learn how to give people a clearer sense of purpose, help them connect that purpose to practical written plans, inspire them to take consistent action, and guide them through the feedback that sustains steady progress.

A significant part of the course is devoted to feedback. Positive feedback is relatively straightforward: it confirms what is going well and builds confidence. Negative feedback is more complex. Criticism, setbacks, defeats, and disappointments are inevitable parts of any improvement process, yet most people respond to them badly. They become defensive, lose confidence, blame others, or give up entirely. Delegates learn how to reframe these experiences as useful information rather than evidence of permanent failure. They also learn how to give constructive criticism that improves performance without undermining the recipient's self-belief.

Unlike the one-day Continuous Improvement Training course, which focuses on building improvement cycles and systems at team and organisational level, this follow-on programme centres on the human dimension of improvement. The question it addresses is not what system to use, but how to help people want to keep improving. Alongside practical feedback skills, delegates learn to recognise and interrupt the common failure pattern of drift, poor planning, procrastination, and stubbornness that prevents improvement from becoming a settled habit.

Inspiring Others and Continuous Improvement diagram: an eight-step cycle subtitled 'Purpose, plan, action, feedback, change'. Steps 1-4 form the main loop: 1 Smart Purpose (goal, mission, vision, need), 2 Plan (detailed written plans), 3 Action (value, deadline, necessity), 4 Feedback (measure results). From Feedback, two paths emerge: 5 Keep what works (positive feedback, loops back to Action) and 6 Negative feedback (disappointment, frustration), which leads to Improve what is below standard and then 7 Change (adaptive changes). A central callout reads: Feedback affects emotions. Rational leaders turn emotion into learning and adaptive change. Step 8 Continuous improvement (never stop learning and improving) connects via a dashed arrow through Adapt to changing circumstances (learn, adjust, improve) back into the cycle.

Core Skills

The Key Skills Covered

This course focuses on the leadership skills needed to inspire others and embed continuous improvement. Each section provides a practical method that delegates can apply immediately on returning to work.

  1. 1

    The Success Formula

    Success follows a repeatable pattern: Purpose, Plan, Action, Feedback, Change. This five-part formula is not only a personal tool; it is a framework for guiding others through the process of improvement. Delegates learn how to use each element as a leadership lever, supporting the people they lead from the initial definition of a clear purpose all the way through to the adaptive changes that make improvement continuous and self-sustaining.

  2. 2

    Giving Others a Sense of Purpose

    People who do not have a clear sense of purpose tend to drift, react to immediate pressures, and default to the path of least resistance. Delegates learn how to give the people they lead a specific and motivating sense of what they are working towards, why it matters, and how their contribution connects to the broader goal. Clear purpose, communicated well, is the foundation of inspired and consistent performance.

  3. 3

    Positive Feedback and Recognition

    Positive feedback is one of the most consistently underused leadership tools. When people receive clear, specific recognition for what they are doing well, they are more likely to repeat those behaviours and sustain their effort over time. Delegates practise identifying and delivering positive feedback that is genuine, specific, and directly connected to the behaviours and outcomes the team needs more of.

  4. 4

    Reframing Negative Feedback

    Criticism, setbacks, defeats, and disappointments are part of every serious improvement effort. The difference between people who progress and those who stall is not the absence of negative feedback but their ability to interpret it constructively. Delegates learn a practical reframing approach that converts negative experiences into actionable information, rather than treating them as evidence of permanent failure or personal inadequacy.

  5. 5

    Giving Constructive Criticism

    Poorly delivered criticism damages confidence, creates defensiveness, and rarely produces lasting change. Delegates learn a structured approach that is objective rather than personal, specific rather than general, and focused on the improvement required. This produces feedback that actually changes behaviour without undermining the recipient's self-belief or their willingness to keep trying.

  6. 6

    Leading Continuous Improvement

    Continuous improvement becomes real when it is practised consistently across the team, not merely acknowledged as a desirable aspiration. Delegates learn how to encourage and sustain this discipline, including how to identify and address the common failure pattern of drift, poor planning, procrastination, and resistance to adaptive change. The goal is a team environment in which improvement is expected, valued, and habitual.

Who Is This Course For?

Who Should Attend This Follow On: Inspiring Others and Continuous Improvement Course?

Designed for delegates who have already completed the two-day Leadership and Management Training programme and want to build a deeper capability in inspiring others and leading continuous improvement.

Leadership and Management Graduates

Deepen your capability in inspiring others after completing the two-day programme.

Team Leaders and Managers

Build practical skills for giving feedback and creating a team culture of improvement.

Supervisors and Project Leaders

Develop the confidence to handle feedback constructively and inspire sustained effort.

HR and L&D Professionals

Incorporate this follow-on into a broader leadership development programme.

Also valuable for team leaders and supervisors who want a focused, practical session on feedback and continuous improvement without first attending the two-day programme, and for HR and L&D professionals designing blended leadership development pathways.

Course Agenda

Follow On: Inspiring Others and Continuous Improvement Course Details

1

First Half • The Success Formula and Inspiring Purpose • The success formula, giving people purpose, helping them plan, and measuring progress

Understand how the five-part success formula applies to leading others. Learn how to give people a clearer sense of purpose, help them build practical written plans, inspire consistent action, and measure progress in a way that generates useful feedback.

We open by examining the difference between managing and inspiring. Managing tends to produce compliance; inspiring produces willing, committed effort. We explore the three elements that make inspiration sustainable: clarity of purpose, genuine confidence in the people being led, and practical support in the form of resources, guidance, and obstacle removal. Without all three in place, inspiration rarely survives beyond the initial moment of enthusiasm.
The five-part formula (Purpose, Plan, Action, Feedback, Change) provides a shared structure for a leader and their team. We work through each element from the leader's perspective, examining what a manager or team leader can actively do at each stage to keep others on track. The formula gives leadership conversations a common language and makes the support a leader provides more consistent and less dependent on instinct alone.
People who lack a clear sense of purpose drift from task to task, responding to whatever feels most urgent rather than consistently pursuing what matters most. We examine practical techniques for establishing and communicating a clear, motivating purpose for each person and for the team as a whole, including how to connect individual daily tasks to the longer-range goal they are meant to serve. A well-communicated purpose makes direction self-sustaining rather than leader-dependent.
Even people who understand their goal often struggle to translate it into structured action. We show delegates how to support others in moving from a defined goal to a written plan that specifies key actions, assigns responsibility, and sets realistic deadlines. The written plan is the bridge between aspiration and consistent action, and a leader who can help others build one substantially increases the team's capacity to make steady, measurable progress.
Results carry information. When progress is tracked honestly against clear success criteria, it reveals what is working, what is not, and what needs to change. We examine how to establish meaningful criteria before the work begins, how to monitor progress without creating a performance-anxiety culture, and how to use the data that results provide to shape the next decision. The aim is to make measurement a tool for improvement rather than a source of defensiveness.
2

Second Half • Feedback, Criticism, and Continuous Improvement • Positive feedback, reframing negative feedback, constructive criticism, and embedding improvement

Learn how to give positive feedback effectively, reframe criticism and setbacks as useful information, deliver criticism constructively, recognise and interrupt the failure pattern, and embed continuous improvement as a lasting team habit.

Positive feedback tells people what is going well and should continue. It is a powerful tool for reinforcing the behaviours that produce results. The most common mistakes are being too vague, too infrequent, or too qualified by adding an immediate 'but'. We examine what makes positive feedback genuinely motivating and practise delivering recognition that is specific, timely, and directly tied to the behaviours and outcomes the team needs more of.
Most people respond to negative feedback by becoming defensive, losing confidence, assigning blame externally, or disengaging from the task. This is a predictable psychological reaction: the brain responds to criticism as it would to a threat. Understanding this reaction is the first step towards managing it. We examine the most common defensive responses and the reasons behind them, building the awareness delegates need to support others who are in the grip of those responses.
Reframing is the deliberate act of changing the meaning assigned to an experience. Instead of treating a setback as evidence of permanent failure, we learn to treat it as information about what to change. The reframing approach has three steps: name the negative experience clearly and honestly; identify the specific useful information it contains; and determine the concrete action that information points towards. Delegates practise this using real examples from their own work.
Constructive criticism is objective rather than personal, specific rather than general, and forward-looking rather than retrospective. It focuses on the observable behaviour or outcome and the improvement required, not on the person's character or their history of past mistakes. We work through this structure with practical examples, then practise applying it in pairs and receive feedback on technique, leaving with a reliable model ready to use immediately.
The failure pattern has four reinforcing stages: drift (no clear goal, so effort dissipates); poor planning (vague or absent plans, so action remains disorganised); procrastination (delayed or avoided action, so nothing changes); and stubbornness (refusal to adapt when feedback shows the current approach is not working). We examine each stage, identify the signals that indicate where the team is, and practise the specific leadership intervention that is most effective at each point.
The session ends with a structured individual action planning exercise. Each delegate identifies the specific change they will make as a leader to create conditions in which continuous improvement is expected and normal. They commit to one concrete improvement to how feedback is given and received in their team, and one intervention targeting the element of the failure pattern most relevant to their current situation. Delegates leave with a clear, practical plan ready to implement on returning to work.

Availability and Pricing

Course Formats and Delivery Options

Choose from scheduled open follow on: inspiring others and continuous improvement courses, live online training or bespoke in-house follow on: inspiring others and continuous improvement training for your organisation. Each format covers the same practical methods and learning outcomes.

Online Live Training

£200 +VAT

per delegate

Interactive live sessions delivered via Teams using our superior green-screen technology.

  • Same content as face-to-face
  • Learn from home or office
  • Delivered via MS Teams
  • Laptop or tablet with webcam
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Bespoke In-House

Enquire

per training day

We come to you. Training delivered at your premises, tailored to your team's specific needs.

  • Your premises or online
  • Tailored to your organisation
  • Dates to suit your schedule
  • We can train in your timezone
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All Our Training Includes

Full 4 hours of expert training delivered by an experienced trainer
CPD-endorsed course: 4 CPD training hours (plus 2-3 additional hours via post-course online learning)
Full digital interactive course notes
Official training certificate
Access to free additional training material via our post-course portal
3 months of free telephone coaching while you implement your learning

Questions? Call 020 3856 3037 or 01452 856091

Upcoming Dates

Next Available Course Dates

No upcoming dates are currently listed.
Please get in touch to enquire about availability.

Contact Us

Frequently Asked Questions

Course FAQs

You can book directly online via our course dates page, call us on 020 3856 3037, or make an enquiry and we will call you back. We accept payment by BACS, cheque or credit card. Once booked, you will receive a confirmation email with full joining instructions.
Yes. We can deliver this course exclusively for your team at your premises or online, on dates to suit you. Bespoke in-house training is priced per day rather than per delegate, making it cost-effective for groups of four or more. We can also tailor the content to address your organisation's specific challenges.
This course is designed as a follow-on to the two-day Leadership and Management Training programme and assumes some familiarity with the six-skill framework introduced there. However, the content is fully self-contained and is also suitable for delegates who have not attended the two-day course but want a focused, practical session on inspiring others, managing feedback, and building a culture of continuous improvement.
The Effective Feedback Training course is a full-day programme covering the complete feedback skill set, including self-image psychology, objective language, and a structured constructive feedback model. This follow-on is a four-hour session that situates feedback within the broader success formula and focuses on the leader's role in inspiring others and sustaining a continuous improvement culture. The two courses are complementary; this follow-on is the more concise of the two and takes a wider leadership perspective.
The success formula has five stages: Purpose, Plan, Action, Feedback, and Change. Followed consistently, it produces continuous improvement. When people leave the formula, the most common result is the failure pattern of drift, poor planning, procrastination, and stubbornness. This course teaches delegates how to use the formula as a leadership tool: supporting each stage for the people they lead, and helping them re-engage when they have drifted from it.
Reframing is the opposite of dismissal. Dismissing negative feedback means treating it as irrelevant and continuing unchanged. Reframing means taking the experience seriously, extracting the useful information it contains, and using that information to determine what to do differently. The goal is to convert what most people find demoralising into a specific, actionable signal about the next improvement. It requires discipline and honesty, not denial.
Yes, the training is highly interactive. Sessions include group discussions, exercises, case studies and individual action planning. The trainer actively teaches expert content rather than simply facilitating discussion, so delegates leave with structured knowledge they can apply immediately. The style is engaging and practical throughout.

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On This Page

  1. 1 Course Overview
  2. 2 Key Skills
  3. 3 Who Should Attend
  4. 4 Course Agenda
  5. 5 Course Formats
  6. 6 Upcoming Dates
  7. 7 FAQs

Book This Course

Online Live Training £200 +VAT
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Customer Reviews

What Delegates Say About This Course

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Read Our Customer Reviews
★★★★★

"Excellent content and each element valuable to my role. This training will be beneficial for both work and home life. The presentation was excellent. Chris new the presentation inside and out with great detail behind each element."

Colin Overall

Country Broadband

★★★★★

"I found the course very useful and took away many action points and methods, which I can and will apply, to become an inspiring leader and effective manager. Chris was very engaging and is clearly passionate and extremely knowledgeable about the topic. The Trainer was very clear, rational, positive and smart!"

Polina Shvarts

Tamsel UK Ltd

★★★★★

"The course content was fascinating, useful and concise. The trainer's presentation was engaging, interesting, funny, inspirational, knowledgeable, respectful, friendly, energetic, highly intelligent and draws on startlingly broad frames of reference."

Keir Ritchie

Imperial College Healthcare NHS Trust

Related Reading

Ready to Inspire Better Performance in Your Team?

Book this four-hour follow-on session for your team and leave with practical tools to inspire others, manage feedback in both directions, and build a culture of continuous improvement.

Book Open Course Enquire about In-House

Or speak to a member of our team directly:

020 3856 3037 01452 856091