Transform difficult conversations into stronger relationships, more trust and better results.
Important conversations are being avoided
Feedback is shared indirectly rather than openly
Honest critique feels risky
Appreciation isn’t being given
Unresolved tensions simmer under the surface
Trust declines
Misunderstandings grow
Do you recognise any of these?
These are all symptoms of feedback avoidance.
Don’t worry, you are not alone! It’s something we see all the time:
→ Feedback avoidance creates a culture in which unexamined assumptions, misunderstandings and unspoken frustrations take root.
→ Relationships become vulnerable to mistrust and conflict.
→ When differences of power and influence are in the mix, the impact can be corrosive.
Photo by Resume Genius on Unsplash
This course is here to help.
We created ‘Frontiers of Feedback’ to help you and your colleagues identify, learn and practise effective feedback skills to build better relationships and achieve better work outcomes.
Photo by Resume Genius on Unsplash
What is feedback?
We give and receive feedback intentionally and unintentionally all the time - not just through our words, but through our body language, our tone of voice, our silences etc.
That’ s how we read who we are in relation to others from moment to moment.
It’s impossible to control all the feedback we are giving and receiving, but we can learn to give and receive feedback in ways that support mutual growth.
What can I expect?
Frontiers of Feedback is a skills-based programme and therefore highly practical: more than one third of contact time is spent in skills practice. We will encourage and support you to embody your learning by applying these skills straight away in your personal and professional life.
As a participant in Frontiers of Feedback, you will learn how to:
✓ Communicate clearly, honestly and authentically
✓ Give feedback with skill, care and confidence
✓ Receive feedback with openness and less defensiveness
✓ Build psychological safety and stronger relationships
✓ Navigate differences in power, identity and lived experience
✓ Listen deeply and respond mindfully
✓ Turn difficult conversations into opportunities for growth
Which enables the following outcomes:
→ Improved communication across difference
→ Stronger leadership capability
→ More effective collaboration
→ Greater creativity and productivity
→ Increased trust and belonging
→ Healthier relationships
Photo by NONRESIDENT on Unsplash
What participants have said
Each programme is tailored to the organisation’s specific context and objective. Over three months, Frontiers of Feedback combines individual, small group and whole group learning in a cohort of up to 15 people. Working with a different theme each month, the course includes the following elements:
What’s the content and schedule?
Benchmarking questionnaire at the start, end and three months after the programme
Whole group learning
Benchmarking
Six fortnightly 2-hour facilitated learning sessions
Individual tasks, including journalling, to be completed between sessions
Individual assignments
1-to-1 support
Optional 1-to-1 coaching support to accelerate learning
Regular reviews
Scheduled contact point with the commissioner(s)
Groups of 3-5 people meet fortnightly for shared practice and reflection
Skills practice
Small group learning
A third of all time spent in applied skills practice
The time requirement is a minimum of 8 hours per month:
4 hours of facilitated learning
2 hours of companion learning
1 hour of journalling
1 hour of personal practice
Example schedule
Month 1: The role of feedback
The role of feedback in relationships
Early experiences of feedback
What makes feedback difficult and why
What makes feedback effective and why
Exploring underlying motivations
Bridging the gap between intention and action
Deep listening and authentic speech
Month 2: ‘Feedback hygiene’
How feedback intersects with diversity
Appeasement and fragility
Equitable feedback practice
Month 3: Feedback across differences of power
To discuss how Frontiers of Feedback can support you, your team or your organisation, write us a message or set up an informal call.
What’s the investment?
In-house programme
£9,732 per cohort (up to 15 participants)
Open programme
£750 per participant (up to 15 places)
Two bursary places are available on every course for people on low income.
The next course starts in October 2026. Whole group learning workshops are from 10am-12pm every other Thursday, starting 1 October 2026.
Optional 1-to-1 coaching is available at £150 per hour for all programmes.
Who are the facilitators?
Razia Aziz (she/her) is a consultant and facilitator, holistic coach and creative practitioner. She has supported thousands of people in and beyond organisations to grow and thrive by developing creative, conscious agency at the level of self, relationship and system.
With a wealth of experience in Diversity, Equity and Inclusion, she has worked across sectors with frontline staff to senior leaders — creating reflective and courageous spaces for learning and relationship building.
Combining practical tools with deep respect for lived experience, she supports people to reconnect authentically and compassionately with themselves, others and the wider world, restoring creativity, resilience and purposeful leadership.
Photo by Livio Salvi
Julia Oertli (she/her) set up Orchid Culture Change to help teams create cultures that match their bold visions for systemic change. She has over 13 years experience in the UK public, philanthropic and non-profit sector where she has supported teams and whole organisations to navigate change and uncertainty by centering connection, equity and courage.
Julia is a certified facilitator of The Resilience Toolkit, a trauma-informed approach to building stability, capacity and coherence in people’s nervous systems so they can navigate challenges without burning out.
She has used this method to support individual leaders, teams and organisations to expand internal capacity and possibility during periods of high change.
Together, Razia and Julia bring extensive experience of helping individuals, teams and organisations develop courageous, compassionate and equitable relationships and cultures.