How do you choose a feedback model for interpersonal skills?

1 What is a feedback model?

A feedback model is a structured way of giving and receiving feedback that follows certain guidelines or steps. A feedback model can help you to deliver feedback in a clear, constructive, and respectful manner, and to receive feedback with an open and curious mind. A feedback model can also help you to avoid common pitfalls of feedback, such as being vague, judgmental, or defensive.

2 Why use a feedback model?

Using a feedback model can benefit you and your team in several ways. First, it can increase the quality and consistency of feedback, as you have a common framework and language to follow. Second, it can enhance the trust and rapport among team members, as you show appreciation and recognition for each other's strengths and contributions. Third, it can foster a culture of learning and growth, as you seek and act on feedback to improve your interpersonal skills and performance.

3 What are some feedback models?

There are many feedback models available for interpersonal skills, but four of the most widely used are the SBI, EEC, STAR, and COIN models. The SBI model stands for Situation, Behavior, and Impact and helps you to describe the specific situation where the behavior occurred, the observable behavior itself, and the positive or negative impact of the behavior on you or others. The EEC model stands for Example, Effect, and Change and helps you to give an example of the behavior you want to address, explain the effect of the behavior on you or the team, and suggest a change or action for improvement. The STAR model stands for Situation, Task, Action, and Result and helps you to provide positive feedback by highlighting the situation where the behavior was demonstrated, the task or goal that was involved, the action that was taken, and the result that was achieved. Lastly, the COIN model stands for Context, Observation, Interpretation, and Next steps; it helps you to give feedback that is based on facts and data rather than opinions or assumptions while also inviting the feedback receiver to share their perspective and agree on next steps.

4 How to choose a feedback model?

When selecting a feedback model for interpersonal skills, there are various factors to consider. These include the purpose of the feedback, the relationship with the feedback receiver, the context and timing of the feedback, and the strengths and limitations of each feedback model. Taking these into account will enable you to pick a model that suits your needs and expectations, so that feedback is timely, relevant, actionable, and in line with team goals and values. Ultimately, this will help you to deliver and receive feedback in a way that improves your interpersonal skills and relationships.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?