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Feedback Model
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Click here to view a video on how to give actionable feedback.
Paul J Jerome, in his book “Coaching through effective feedback”, shares a model that can be applied effectively to give positive, negative and neutral feedback in a constructive manner.
Step 1: Describe the Current Behaviour
Describe the current behaviour that you want to reinforce or redirect to improve the situation or the performance of the individual. Be very specific. Focus on behaviour and not personality, attitudes or characteristics.
Step 2: Identify the Situation
Identify the specific situation where you observed this behaviour. Be factual, give date and time if required or describe the event.
Step 3: Describe the Impact of the Consequences of the Behaviour
Describe the impact/consequences of the behaviour. Be precise and objective.
Step 4: Identify Alternative Behaviour/Corrective Action
Discuss alternative behaviour that the person can consider for future purposes. Also consider what corrective actions should be taken to rectify or improve the current situation/consequences.
Include the consequences for the business/job/organisation as well as the consequences for the individual/person.
Example of Effective Feedback
"Bonnie, you're definitely my best hire so far. I'm happy with how you take charge and get things done. You'll be going places around here!"
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1. DESCRIBE CURRENT BEHAVIOURS |
4. IDENTIFY ALTERNATIVE BEHAVIOURS |
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Bonnie. I would like to discuss with you how you have demonstrated judgment. initiative and independence on the job over the last year. Specifically: You distinguish between when you can handle a situation and when you need help. You initiate your own goals, plans, schedules, and work efforts with little to no direction or supervision. |
How can I "open new doors of opportunity" for you? Would you like more exposure to customers and/or senior management, challenges, autonomy, leadership opportunities, etc. If not, that’s OK! You'll still have our appreciation! How can we reward your efforts with that which motivates you and is within our control (e.g. verbal and written praise?). |
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2. IDENTIFY SITUATIONS |
3. DESCRIBE IMPACTS AND CONSEQUENCES |
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A. On project ABC you accurately identified technical errors in a briefing and corrected it with an immediate and appropriate memo direct to the source. On project XYZ you sensed there was a technical error but were not sure, so you checked with me first. B. You initiated a complex systems re-engineering effort required in one year, from project scoping through scheduling and completion, all with little need for assistance. C. On these dates (xx/xx/xx and xx/xx/xx) you independently met with senior manager, Rock Gibraltar, identified and discussed issues on project XYZ, drafted plans and recommendations, and reviewed the drafts with me and others to gather additional ideas, before responding. |
Your efforts are truly perceived as valuable by our customers, senior management, our team, and I. I can assign you to any project with complete confidence. You will have more say regarding which projects are assigned to you. If possible, you may choose some yourself. You are highly trusted with the customer and by the customer. Your credibility is well established. Your ideas are listened to and your recommendations are often acted upon. You save me tremendous time. You may continue to work autonomously. You can handle more responsibilities and challenges. You reduce risks. You know what you don't know. Therefore, I can put you in charge of "grey" or "risky" assignments and not worry about your performance. You will ask for help when you need it. You are a project Leader with sound judgment. |
Activity: Click here to download, print and complete an activity about using the four-step model for effective feedback.
Lecturer Broadcast: Click here to view an explanation of the feedback model.