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How do you use feedback models for better feedback?

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Feedback is a powerful tool for learning and improvement, but it can also be challenging to give and receive effectively. How do you ensure that your feedback is clear, constructive, and actionable? One way is to use feedback models, which are frameworks that help you structure your feedback in a logical and consistent way. In this article, we will explore some of the most common and useful feedback models, and how you can apply them to different situations and goals.

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Liz Ryan

Coach and creator. CEO and Founder, Human Workplace. Author, Reinvention Roadmap; Red-Blooded HR; and Righteous…

1 What are feedback models?

Feedback models are methods or techniques that help you organize your feedback into specific components, such as observations, feelings, impacts, and suggestions. They can help you avoid vague, ambiguous, or judgmental feedback, and instead focus on the facts, the effects, and the solutions. Feedback models can also help you communicate your feedback in a respectful and empathetic way, by acknowledging the other person's perspective, feelings, and needs. Feedback models are not rigid rules, but rather guidelines that you can adapt to suit your context and purpose.

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Liz Ryan

Coach and creator. CEO and Founder, Human Workplace. Author, Reinvention Roadmap; Red-Blooded HR; and Righteous Recruiting. LinkedIn Top Voice.
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If I am about to give someone feedback or get feedback from someone else, the last thing I want injected into the conversation is a “Feedback Model.” I recommend a simple, honest human conversation instead

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2 Why use feedback models?

Using feedback models can benefit both the giver and the receiver of feedback. For the giver, feedback models can help clarify their purpose and goal, prepare their feedback in advance, structure their feedback logically and coherently, balance positive and negative feedback, provide specific and actionable feedback, reduce defensiveness and resistance from the receiver, and enhance their skills and confidence. For the receiver, feedback models can help them understand the feedback better, appreciate its intention and value, recognize their strengths and areas for improvement, respond to feedback constructively and positively, apply the feedback to their learning and development, and build trust and rapport with the giver.

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3 What are some feedback models?

When giving feedback, you can choose from a variety of models depending on your situation and goal. For instance, the SBI model (Situation, Behavior, and Impact) is useful for providing factual and objective feedback without making assumptions or interpretations. The EEC model (Example, Effect, and Change) is helpful for giving constructive and actionable feedback without being too critical or negative. The AID model (Action, Impact, and Development) is beneficial for providing developmental and supportive feedback without being too prescriptive or directive. Lastly, the BOOST model (Balanced, Observed, Objective, Specific, and Timely) is effective for giving comprehensive and effective feedback without being too vague or irrelevant.

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Liz Ryan

Coach and creator. CEO and Founder, Human Workplace. Author, Reinvention Roadmap; Red-Blooded HR; and Righteous Recruiting. LinkedIn Top Voice.
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What is so hard about being forthright? “Hi Liz, I caught your presentation at the staff meeting; lots of good information in it but about three minutes too long.” OK! I got it. Thanks for the tip. No feedback model needed. “James, can I get your take on something? A customer left me a voicemail, George Smith, I believe. Said you and he had a conversation that went sideways. What’s the story on that?” Straight communication is respectful. Convoluted models are not respectful. Your teammates are not laboratory mice. They are talented professionals, who deserve clear and honest communication. Would you use a Feedback Model to tell the house painter to repaint the molding in your bedroom, because they missed a few spots?

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4 How to use feedback models?

To use feedback models effectively, you should consider some factors before, during, and after giving feedback. Before giving feedback, it's important to identify your goal and choose a suitable feedback model. Additionally, you should ask for permission to give feedback. During the process of giving feedback, use clear and respectful language, follow the feedback model structure, and check for understanding and agreement. After giving feedback, thank the other person for listening and accepting your feedback, offer support and encouragement, follow up on the actions taken, and reflect on your experience and skills.

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5 How to receive feedback using feedback models?

Feedback models can help you receive feedback more effectively, by providing you with a framework to structure your feedback conversations. Before receiving feedback, it's important to prepare mentally and emotionally, be open and curious, and set a positive tone. During the conversation, listen actively and attentively, use the feedback model components to clarify and confirm the feedback, ask questions and seek examples, acknowledge the feedback and express appreciation, and suggest actions and next steps. After receiving feedback, review it carefully, identify your strengths and areas for improvement, apply the feedback to your learning and development, and give feedback to the giver on how helpful their feedback was. By using a feedback model, you can enhance your communication, learning, and performance, as well as foster a positive feedback culture.

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6 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?

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Liz Ryan

Coach and creator. CEO and Founder, Human Workplace. Author, Reinvention Roadmap; Red-Blooded HR; and Righteous Recruiting. LinkedIn Top Voice.
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Getting and receiving feedback at work relies on trust. You build trust slowly over time. The more trust you establish, the easier it is to have conversations that are sometimes classified as difficult. They are not difficult when they rest on a high-trust relationship.

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How do you use feedback models for better feedback?

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1 What are feedback models?

2 Why use feedback models?

3 What are some feedback models?

4 How to use feedback models?

5 How to receive feedback using feedback models?

6 Here’s what else to consider

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