Feedback Tools to Create Transformation

We have been talking a lot about FEEDBACK

and its benefits for individuals, the team, and the leader.

Today, I would like to share three simple tools with you,

I would like to invite you to use them

(if you're not, already doing so) when giving feedback.

Needless to say, Tool #3 is my favorite.

Feedback Tools:

Tool #1: Balance Positive vs. Constructive Feedback: Create a balancing process as you provide feedback. Balance positive and constructive feedback to encourage improvement without discouraging the staff. Ensure your constructive feedback's weight and breath come with specific behavior descriptors.

Tool #2: Your Timing is EVERYTHING: Giving timely FEEDBACK, can increase the level of change. The importance of giving feedback promptly to address issues as they arise. Don't wait, days and weeks to address an issue. Address the issue the closest to the behavior you can.. I understand that conflict may be uncomfortable for you, but if you don't address it, the behavior will grow.

Tool #3: SBI Model (Situation-Behavior-Impact): This is a powerful framework for providing clear, specific, and actionable feedback. This has been my Super Power Tool, I use it, when behaviors are not clearly seen or recognized by the staff.

I want to expand on this last tool. Here's a detailed breakdown of how to use the SBI model effectively:

How to Use the SBI Model:

• Situation: Describe the specific situation where the behavior occurred.
• Behavior: Detail the observable behavior that you want to address.
• Impact: Explain the impact of the behavior on the team, project, or organization

Example:

• Situation: "During yesterday’s team meeting..."
• Behavior: "...you interrupted Stephanie several times while she was presenting her ideas."
• Impact: "...this disrupted the flow of the meeting and made it difficult for others to follow the discussion."

My HR Insights:

• Practice Specificity: Avoid vague statements. Instead of saying, "You were disruptive," specify the behavior: "You interrupted."
• Be Objective: Focus on observable actions, not assumptions or interpretations about motives. This is the most difficult for me. What about for you?
• Encourage Dialogue: After providing feedback, invite the staff member to share their perspective and discuss how to improve.
• Clarity: Clearly articulate the effects of the behavior.
• "I" Statements are a Change Maker: Use "I" statements to express the impact personally and avoid sounding accusatory. Don't talk about other people... speak for yourself, there's more impact.
• Encourage Two-Way Communication: Foster an environment where employees feel comfortable giving feedback to managers and peers, I know everyone can't handle it, but it creates a strong culture when done correctly. Example: During feedback sessions, ask open-ended questions like, "How do you think this project went? Is there anything you think we could do differently next time?"

I hope this information was valuable for you and your journey working with "humans".

Try one or all of these tools to provide constructive feedback to your staff or teams and share with me, which one worked best.

Blessings