CIPD FREE07 Videos – Coaching, Appraisals and Giving Feedback
27 learning videos across 3 learning outcomes, one for each assessment criteria in FREE07.
To develop learners’ understanding of effective coaching, appraisal and feedback practices, and how people professionals support managers to build capability, performance and engagement through fair, consistent and development-focused conversations.
Learning Outcome 1
Introduction to coaching and its purpose in the workplace
AC 1.1 – Explain the purpose of coaching, appraisals and feedback in the workplace.
The purpose and value of workplace appraisals
AC 1.1 – Explain the purpose of coaching, appraisals and feedback in the workplace.
The role of feedback and how all three practices work together
AC 1.1 – Explain the purpose of coaching, appraisals and feedback in the workplace.
Formal Appraisal and Choosing the Right Approach
AC 1.2 – Explain the differences between coaching, managing performance and formal appraisal.
Managing Performance as a Continuous Process
AC 1.2 – Explain the differences between coaching, managing performance and formal appraisal.
Understanding Coaching as a Developmental Approach
AC 1.2 – Explain the differences between coaching, managing performance and formal appraisal.
Psychological safety, dialogue, fairness, and respect
AC 1.3 – Discuss the principles of effective feedback.
Introduction to feedback and the importance of timing and specificity
AC 1.3 – Discuss the principles of effective feedback.
Focusing on behaviours, impact, and balanced feedback
AC 1.3 – Discuss the principles of effective feedback.
Learning Outcome 2
Role Requirements, Self-Reflection, and Using Data
AC 2.1 – Explain how to prepare for coaching, appraisal and feedback discussions.
Documentation, Emotions, and Setting
AC 2.1 – Explain how to prepare for coaching, appraisal and feedback discussions.
Understanding Purpose, Agenda Setting, and Evidence Gathering
AC 2.1 – Explain how to prepare for coaching, appraisal and feedback discussions.
Feedback and Feedforward Models
AC 2.2 – Discuss approaches and models used to structure coaching and feedback.
Active Listening, Powerful Questioning, and Summarising
AC 2.2 – Discuss approaches and models used to structure coaching and feedback.
The GROW Model and Solution-Focused Coaching
AC 2.2 – Discuss approaches and models used to structure coaching and feedback.
Measures, milestones, and learning actions
AC 2.3 – Explain how to set objectives and development plans following a conversation.
Setting SMART objectives after development conversations
AC 2.3 – Explain how to set objectives and development plans following a conversation.
Accountability, follow-up, and organisational alignment
AC 2.3 – Explain how to set objectives and development plans following a conversation.
Learning Outcome 3
Inconsistent manager capability, remote working challenges, and performance avoidance
AC 3.1 – Discuss common challenges in coaching, appraisal and feedback.
Difficult conversations, defensiveness, and lack of evidence
AC 3.1 – Discuss common challenges in coaching, appraisal and feedback.
Ratings focus, bias and favouritism, and cultural differences
AC 3.1 – Discuss common challenges in coaching, appraisal and feedback.
Equality, Inclusion, and Reasonable Adjustments
AC 3.2 – Explain how to ensure fairness, consistency and compliance in appraisal and feedback.
Clear Standards, Calibration, and Documentation
AC 3.2 – Explain how to ensure fairness, consistency and compliance in appraisal and feedback.
Handling Underperformance, Grievances, and Data Protection
AC 3.2 – Explain how to ensure fairness, consistency and compliance in appraisal and feedback.
Calibration, data analysis, and continuous improvement
AC 3.3 – Explain how people professionals support effective practice across the organisation.
The role of people professionals in supporting managers
AC 3.3 – Explain how people professionals support effective practice across the organisation.
Guidance, templates, and quality assurance
AC 3.3 – Explain how people professionals support effective practice across the organisation.