top of page

Feedback Frameworks: Your Guide to Constructive Conversations

Hey there, feedback enthusiasts! Today, we're diving into the world of feedback frameworks. If you've ever found yourself unsure of how to structure a feedback conversation or struggling to provide actionable input, fear not! We've got you covered with some tried-and-tested frameworks to help you navigate those feedback waters like a pro. So, let's jump right in!

1. The SBI Model: Situation-Behavior-Impact

Picture this: You're in a feedback session, and you want to provide specific, constructive criticism. The SBI model comes to your rescue! Start by describing the situation, then highlight the specific behavior you observed, and finally, discuss the impact it had. For example, "During yesterday's meeting (Situation), I noticed you interrupted several team members (Behavior), which made them feel undervalued and disrupted the flow of the discussion (Impact)."

2. The Pendleton Feedback Model: Feedback from Both Sides

Ever wished feedback was a two-way street? With the Pendleton Feedback Model, it can be! This framework encourages reciprocal feedback by allowing both parties to share their perspectives. The giver starts by sharing positive aspects, followed by areas for improvement. Then, the receiver shares their own self-assessment, followed by their perspective on the feedback received. This creates a dialogue where both parties can learn and grow together.

3. The STAR Method: Situation-Task-Action-Result

If you're looking to provide feedback that focuses on a specific incident or project, the STAR method is your go-to. Start by describing the Situation or Task, then discuss the specific Actions taken, and finally, outline the Results achieved. This framework is particularly useful for performance reviews or project retrospectives, as it allows for a detailed discussion of past events and outcomes.

4. The Grow Model: Goal-Reality-Options-Wrap Up

Need a framework that's not just about giving feedback but also about setting goals for the future? Look no further than the GROW model! Start by discussing the Goal you want to achieve, then assess the current Reality of the situation. Next, brainstorm Options for moving forward, and finally, Wrap Up by setting concrete action steps. This framework is perfect for coaching conversations or mentoring sessions, as it encourages both reflection and forward planning.

5. The Feedforward Model: Focus on the Future

Last but not least, we have the Feedforward model, which flips traditional feedback on its head. Instead of dwelling on past mistakes, feedforward focuses on future possibilities. Participants share specific suggestions for improvement without dwelling on past performance. This approach is particularly useful for teams looking to foster a culture of continuous improvement and innovation.

And there you have it, folks! Five feedback frameworks to add to your toolkit. Whether you're giving feedback to a colleague, conducting a performance review, or facilitating a team retrospective, these frameworks will help you structure your conversations for maximum impact. So, pick your favorite, give it a try, and watch as your feedback conversations become more constructive and meaningful than ever before!


Commenting has been turned off.
bottom of page