So why give constructive feedback? Constructive feedback is given when a behavior or action is ‘off track’ and you want to get it back ‘on track’. Or you might need a higher level of performance than was achieved. In one of my workshops I had a manager say that he wanted to learn how to ‘punish people properly’.
Ok… not what I was going for in a “Feed-FORWARD to Next Time” approach!
In constructive feedback we want them to hear you, buy in, and start a plan for how to change. But how to do that? (To review the concept of Feedback As Feed-Forward and the purpose of giving feedback go here. And be sure not to miss any posts in the series by subscribing to my blog updates!)
The GROW Model
The best tool I’ve found is the GROW framework. It creates a great flow of the conversation. My thanks to John Whitmore and his book, Coaching for Performance. (This is a ‘must read’ for anyone who wants to acquire a coaching style in managing the performance of others – Really! B[……]