Tips for Providing Concrete Feedback

Not sure where to start with giving feedback? Try the SBI model. I first learned about this technique when I was working at the Center for Creative Leadership. We used it all the time to handle conflict and give meaningful feedback. Let’s dive in: 𝗦𝗶𝘁𝘂𝗮𝘁𝗶𝗼𝗻: Clearly explain the context and situation in which the behavior happened. (i.e. “When we were all eating lunch in the break room last week…”) 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿: Detail the exact behavior, focusing on objective facts, rather than emotion. (i.e. “They laughed and made references to something inappropriate and unrelated to work…”) 𝗜𝗺𝗽𝗮𝗰𝘁: Explain how the behavior affected you, allowing the person to understand the impact of their actions. (i.e. “It made me feel uncomfortable…hampering my abilities to focus and feel like a part of the team.”) Why do I like SBI? It allows the recipient to clearly understand what they did and how it affected others, making it easier for them to change their behavior. Try it next time you’re struggling to give feedback.

Your primary role as a leader is to develop your team members. Providing regular, timely feedback is a necessary aspect of helping them reach their potential. But sometimes, feedback can unintentionally come across as criticism, making teams defensive rather than inspired. The difference lies in your approach. Where Leaders Go Wrong: 1) 🕛 Timing: Jumping on mistakes as they happen can make team members feel targeted. 2) 👥 Setting: Offering criticism in front of peers and in a public forum can embarrass and demoralize. 3) 🗣 Lack of Specificity: Vague feedback leaves team members confused about how to improve. Here’s how to ensure feedback is useful: 1) ⏸ Pause and Plan: Give yourself time to consider and frame the feedback. This allows you to approach the situation with a clear, constructive plan rather than a reactive comment. 2) 👨🏫 Choose the Right Setting: Feedback should be a private conversation, not a public spectacle. This creates a safe space for open dialogue. 3) 🎯 Be Specific and Actionable: Clearly articulate what needs improvement and offer specific, actionable steps to achieve this. Set benchmarks and measurements for growth and follow-up. This shows your commitment to their growth. 4) 🚩 Focus on the Behavior, Not the Person: Emphasize that the feedback is about actions and outcomes, not personal attributes. This encourages a growth mindset. 5) 🗣 Invite Dialogue: Feedback is a two-way street. Encourage your team members to share their perspectives, fostering a collaborative approach to improvement. Next time you have feedback to give, apply these 5 steps. You’ll find defensiveness shifts to receptivity and results. #feedback #growth #communication #leadership #executivecoaching

In any collaborative environment, providing constructive and thoughtful feedback is a skill that can elevate both individuals and teams. Here's a quick guide to mastering the art of giving good feedback: Address the behavior or outcome you want to discuss with precision. Specific feedback is more actionable and easier to understand. Additionally, provide feedback as close to the event as possible, ensuring its relevance and impact. -Begin by acknowledging what went well. Positive reinforcement sets a constructive tone and helps the recipient understand their strengths, fostering a more receptive mindset for improvement. -Frame your feedback in a way that encourages growth rather than focusing solely on mistakes. Offer solutions or alternatives, guiding the individual toward improvement. Avoid personal attacks and maintain a professional, supportive tone. -Express your feedback from a personal perspective using "I" statements. This approach helps avoid sounding accusatory and emphasizes your observations or feelings about the situation. -Critique actions and behaviors rather than judge the person's character. This helps the individual understand what specific actions can be adjusted or improved. -Feedback should be a two-way street. Encourage the recipient to share their perspective, thoughts, and potential solutions. A collaborative discussion fosters a sense of ownership and commitment to improvement. -A healthy feedback mix includes both positive reinforcement and developmental guidance. Recognize achievements and strengths while offering insights into areas for growth. This balance creates a well-rounded view and motivates continuous improvement. -Pay attention to your tone and body language when delivering feedback. A respectful and empathetic approach enhances the impact of your message. Ensure your feedback aligns with your intention to support and guide rather than criticize. -Effective feedback doesn't end with delivery. Follow up to check progress, provide additional guidance, and show ongoing support. This reinforces the idea that feedback is a continuous process aimed at improvement. -Just as you provide feedback, be open to receiving feedback on your communication style. Continuous improvement applies to everyone, and being receptive to constructive criticism enhances your ability to provide effective feedback in the future. Remember, the goal of good feedback is to inspire growth and improvement. By incorporating these principles, you contribute to a positive and collaborative environment where individuals and teams can thrive. What would you add?

As a leader, one of the most important aspects of your role is giving effective, non-biased, and non-personality-based feedback. Your team needs feedback (so do you!) in order to grow and develop. It's not just about pointing out what needs improvement but also about recognizing their strengths and guiding your team toward continuous growth. Here are some tips to ensure your feedback is impactful: 💡 Focus on Specific Behaviors: Rather than making personality-based comments, zero in on specific actions and their impact. 💡 Be Non-Biased: Use concrete examples and data to support your observations. 💡 Provide Clear, Behavioral Actions: Make your suggestions actionable and something they can implement that will directly impact the observed behavior. Feedback should always be clear, direct, backed by objective performance measures, and free from bias. Example: Handling Missed Deadlines Instead of: "You missed the deadline again. You need to manage your time better." Try: "I noticed that the project deadline was missed last week. In the future, please inform me at least three days in advance if you anticipate any delays. Additionally, let's start using a project timeline template to track progress and ensure we stay on schedule." What is the best or worst feedback you have received from a leader? Share below. #Leadership #Feedback #TeamDevelopment #EffectiveCommunication

I just released a free guide to giving feedback for software engineers The guide is split in 2 parts: 1. How to make giving feedback easy way before you need to give it 2. A 7-step feedback framework for even the most difficult feedback conversations--credit to executive coach Jess Goldberg Being able to give candid feedback is a superpower. It allows you to avoid stressful, built-up tension and have conversations with your coworkers that actually strengthen your relationship! As a preview, here's the TLDR of the feedback process: 1. Look inward first. Know your intent - Ensure you are sharing the feedback for the right reason. Not to vent, but to help the other person. 2. Get permission - When in doubt, confirm with the other person. This allows them to opt in and prevents backlash. 3. Show you care - The most important step. Let them know the reason you are sharing is because you care. 4. State your observations - Stick to the facts of the situation. These should hardly be debatable. Call out the common problem. 5. Explain the impact - Help the other person understand why it matters. Is it impacting you, others, or the business? 6. Get their thoughts - You’re solving a problem together. Get their take on it. 7. Align on next steps - Ensure it’s clear what to do moving forward. You don't always need to use all of these steps, but they are there if you need them to tackle even the hardest feedback conversations. Check out the full article along with examples and personal stories here: https://lnkd.in/ec9acV2c

The CEO called me in for a meeting. I was a young, hungry, and determined employee. Still recently out of college but already presenting to boardrooms of higher-ups at Fortune 500 companies. My career had taken off like a rocket ship. Left and right I was hearing from leaders in the company: “Giancarlo, you’re seriously crushing it here! You're on your way!” Then out of the blue, I got called in for feedback. I could feel something wasn’t right. My CEO got into it: “I need to see more innovation from you.” That was it. That was the entire piece of feedback. My mind was scrambling and confused. I needed more clarity and direction. How was I supposed to meet this vague expectation? It boiled down to: “Be different.” But they didn’t provide me with direction, clarity, or a roadmap for how to improve. We were running so fast to grow the company, I didn’t feel like I could even pause to figure it out. I remember feeling lost. That feeling is part of the motivation that led me to partner up with Carla to create clear roadmaps for ambitious managers who want to grow, learn, and achieve (and give better feedback!). So, what's the secret to delivering feedback that actually makes your employees more successful? Here are some crucial points: - Show Care: Feedback should be an expression of care for their success. - Be Specific: Always provide examples to illustrate the reason for the feedback. - Set Expectations: Be clear about what you want to see them do differently. - Maximize Receptivity: Let tensions cool, but don’t withhold feedback until performance reviews either. - Provide Support: Plan a follow-up conversation to check-in on how it’s going. Vague feedback is like a compass with no needle - it won't guide anyone. Be the leader who paints a clear path to innovation, not a blur of expectations

We've all been in situations, both professionally and personally, where someone acts abrasively or somewhat inappropriately, right? So, how do you provide constructive criticism or feedback? How do you provide the necessary feedback to make that person more "aware" and to alter their behavior for the better in the future? So here's some thought on how to approach: 1️⃣ Start with Positives: Acknowledge strengths and achievements. This sets a positive tone and helps the person be more open to feedback. 2️⃣ Be Specific and Objective: Pinpoint the behavior or outcome you're addressing. Specificity provides clarity and objectivity. 3️⃣ Focus on Actions, Not Individuals: Center your feedback on specific actions or behaviors rather than the person's character. This helps to keep the conversation focused on improvement. 4️⃣ Offer Solutions, Not Just Problems: Provide constructive suggestions for improvement. This shows that your intent is to support growth, not merely criticize. 5️⃣ Choose the Right Time and Place: Timing matters. Address criticism in a private and conducive environment to avoid unnecessary discomfort or embarrassment. 6️⃣ Encourage Two-way Communication: Foster an open dialogue by inviting the recipient to share their perspective. This promotes mutual understanding and collaboration. 7️⃣ Be Mindful of Tone and Language: Use a positive and encouraging tone. Avoid accusatory language and focus on collaboration rather than fault-finding. 8️⃣ Follow Up with Support: After the conversation, express your willingness to assist in their improvement journey. Offer resources or guidance to ensure they feel supported. We all would like to embrace a culture of continuous improvement for both personal and professional development. Constructive criticism is a powerful tool that, when delivered thoughtfully, can propel us to new heights. Constructive criticism is about growth, not fault-finding. By approaching it with empathy and a shared commitment to improvement, we create a culture where everyone can thrive. How do you approach giving constructive criticism? I know I have not been perfect over my career and welcome others thoughts and suggestions. #ConstructiveCriticism #ProfessionalDevelopment #ContinuousImprovement

As a leader, giving feedback is essential to the success of our team. Feedback is more than a conversation, it’s a tool for team growth and transformation. The issue that I find is that most leaders are not comfortable giving constructive feedback. Praise is easy, but being constructive can be challenging.   I think of feedback in three ways: balance, specificity, and timeliness.   Balance is about the equilibrium of positive reinforcement and constructiveness. As a leader, if you’re only telling your team what they can do to improve, your team may think they can’t do anything right. On the flip side, if you’re only giving your team praise, that may not suffice your team’s goal to improve. Not every feedback session needs to have positivity and constructiveness, but I suggest thinking about feedback as a collective. Balanced feedback elicits trust and shows a holistic view of your team’s overall performance.   Specificity is about precision. Vague feedback leaves room for interpretation. As a leader, you want your team to walk away from the conversation with a clear picture of what happened and how their behavior was received or praised. The goal is to have a discussion that is concrete and identifiable. Trying to unpack 𝘺𝘰𝘶 𝘯𝘦𝘦𝘥 𝘵𝘰 𝘱𝘳𝘦𝘴𝘦𝘯𝘵 𝘣𝘦𝘵𝘵𝘦𝘳 is challenging. Unpacking 𝘵𝘩𝘦 𝘭𝘢𝘤𝘬 𝘰𝘧 𝘱𝘢𝘶𝘴𝘦𝘴 𝘪𝘯 𝘺𝘰𝘶𝘳 𝘱𝘳𝘦𝘴𝘦𝘯𝘵𝘢𝘵𝘪𝘰𝘯 𝘭𝘰𝘴𝘦𝘴 𝘵𝘩𝘦 𝘢𝘶𝘥𝘪𝘦𝘯𝘤𝘦 is easier to identify where to improve. Being clear and specific empowers your team to take the necessary steps for improvement.   Timeliness is about promptness. The closer the feedback is to when the behavior occurred is the essential (and arguably the most important) part of raising your team’s caliber. When feedback is delivered timely it ensures the context is fresh, relevant, and easily retrievable in our memory. Telling your team about their behavior in a meeting 3 weeks ago does not hold the same weight as bringing it up soon after the meeting. Being timely ensures relevance and an opportunity for individual reflection on the experience.     As a leader, incorporating feedback seamlessly into routine interactions is crucial. As an employee, I’ve always valued feedback as it helps me improve. I understand that as a leader, the delivery and timeliness of feedback are even MORE crucial to be beneficial rather than confusing. Be the leader who is great at giving feedback that empowers and motivates their team to be successful. We are leaders of people. We have a unique opportunity to help our teams grow and feedback is a key part of that process. The quickest way of finding your own success is to help others be successful.    #Leadership

When we fly with a wingman who isn’t meeting expectations, we provide feedback so they can improve their performance. We give brief comments in the air while performing the mission and then we have an opportunity to provide more in-depth feedback in our debrief. Feedback (both positive and negative) is a critical ingredient of high-performing teams. And yet, it is often overlooked in many teams and organizations. Providing feedback can be difficult, especially when we’re letting someone know they’re not meeting expectations. Those conversations aren’t fun, but they are necessary. Just as with flying, we owe it to our team to provide feedback and recommend course corrections. So, what are some of the techniques we can use when providing feedback to ensure it has the right impact? ✅ Be prepared. Have a plan for the discussion and be ready to adjust as needed. ✅ Show empathy. Having tough conversations isn’t easy on anyone. ✅ Provide specific examples and observations. ✅ Explain how the behavior impacts others or how it affects the team. ✅ Ask questions to ensure understanding. Make it a conversation. ✅ Discuss a roadmap to improve. We have a responsibility beyond just giving the feedback. ✅ Set milestones to evaluate progress and continue to provide feedback along the way. Teams want leaders who are trustworthy and transparent and are willing to lead by example by having tough conversations. To be an effective leader, we must hold team members accountable, and we must hold ourselves accountable too. Give feedback, your teammates deserve it. #WingmanCulture #LeadershipDevelopment #Leadership #Feedback

Feedback is fuel for high-performing teams. But achieving the level of trust necessary for brutal honesty is nearly impossible. Instead, you can structure your feedback so it’s both honest to you and heard by them. Here’s how: 1️⃣ When you ____ This is what the camera saw—facts and nothing else. Do not embellish or you'll break the spell. “When you presented to the client.” 2️⃣ I experienced ____ This is what you perceived, how you felt, your opinion of the situation (not them). Because it is objectively yours, it cannot be debated as long as you don't drift into "Why" they did it. “I experienced your presentation as overly detailed and not aligned to the customer’s stated need.” 3️⃣ That resulted in ____ These are outcomes, ideally as close to measurable business results as possible. If your team has OKRs or tracks operational metrics, try to connect them if possible. "That resulted in us losing the renewal of a long-standing account. " Once you’ve provided the feedback, shut up and listen. Avoid the temptation to clutter it up with caveats and unnecessary detail. You’ll be lucky if they fully hear your primary message. If they’re stunned silent, keep it simple: - "Do you agree?" - "What’s your reaction?" - "Did you experience it differently?" And most importantly: Listen to their response. You’re just as likely to learn something as they are. Feedback done well is a conversation, not a conviction. If you found this helpful and want more practical leadership tactics in your feed, give me a follow Dave Kline. And check out my full MGMT Playbook on Delivering Feedback That Empowers in the comments below.