How to give effective feedback

The art of of delivering and balancing recognition for a job well done and constructive criticism can sometimes feel like a bit of an art form. 

Using frameworks can help find this balance by ensuring feedback is clear, actionable, and encouraging. Here are some you can easily apply:

1. Situation-Behavior-Impact (SBI) Model

The SBI framework focuses on describing 3 components:

• Situation: Specify the context e.g. during yesterday’s meeting
• Behaviour: Describe the observed behaviour e.g. you interrupted frequently.
• Impact: Explain the effect e.g. it disrupted the flow of discussion. 

This method is objective and non-judgmental, making it easy to focus on behaviours rather than personal attributes.

2. The Sandwich Model

The Sandwich Model (sometimes called the S*** Sandwich) involves delivering feedback in a "positive-negative-positive" structure:

• Start with positive feedback.
• Follow up with constructive criticism.
• End with another positive note. 

This structure helps balance critique with encouragement. If used too often though it can feel a bit formulaic.

3. The COIN Model

The COIN framework encourages giving feedback by outlining four key steps:

• Context: Explain the specific situation.
• Observation: Share what you observed.
• Impact: Describe the outcome or effect.
• Next Steps: Suggest actions for improvement or growth. 

The COIN model offers a future-oriented approach that empowers the person you are providing with feedback, to make improvements.

4. STAR/AR Model

STAR/AR combines feedback on the action and its results with reflections on how to improve.

• Situation / Task: Describe the context and task.
• Action: What the person did.
• Result: The outcome of their action.
• Alternative Action / Result: Suggest what could be done differently and the expected outcome. It emphasises reflection and continuous learning.

5. Radical Candour

Radical Candour promotes being direct and empathetic. It encourages:

• Caring personally about the person’s growth.
• Challenging directly with honest, actionable feedback. This approach fosters a culture of transparency and trust but requires a balance between empathy and critique to not come across as too harsh.

In Summary

Each feedback model has its strengths and is suited to different situations. Whether you need to offer direct advice, motivate someone, or foster long-term growth, these models provide a structured approach to delivering feedback that drives positive change.