Full Circle Feedback
Developmental
"Negative feedback effected amplifier performance significantly"
- Harold Stephen Black -
Developmental feedback is given to correct or bring attention to a particular action or behavior that has been found inappropriate. It can be used when you want to help someone do something better or raise their general capability. To maximize the chance that feedback will be “let in” by the other person the following framework can be used. The steps encompass the critical components of effective feedback and when used, can dramatically improve the quality of the feedback you give.
PROVIDING DEVELOPMENTAL FEEDBACK
Step 1: State the facts
Step 2: State the impact
Step 3: Interpretation
Step 4: Create a common understanding
Step 5: Clarify expectations
Step 1 – STATE THE FACTS
Begin feedback by focusing on the facts. What happened? State the topic or issue that the feedback will be about and provide specifics. Without the specifics, you only have praise or criticism. Observations are what you see occur; interpretations are your analysis or opinion of what you see occur. Tell what you have noticed, not what you think of it, and report the behavior you notice at a concrete level, instead of as a characterization of the behavior. Observations have a far more factual and nonjudgmental aspect than do interpretations.
When you did this………. (were 15 minutes late for this morning’s meeting)
Step 2 – STATE THE IMPACT
This step involves stating the effect the behavior or action had on you or others. It can focus on the results of the behavior or action on work or how the behavior or action made you or others feel. It resulted in …… (my feeling annoyed and frustrated)
Step 3 – INTERPRETATION
In this step you are stating the meanings and interpretations that you attach to the behavior or performance. Tune into the thoughts that run through your mind when you observe the action.
The meaning I put on your action is… (you do not care about my time and you are disorganized)
Step 4 – CREATE A COMMON UNDERSTANDING
This step gives the other person the opportunity to explain the reasons behind their behavior or action. It creates a 2-way dialogue and allows the other person to have input rather than simply being “told”. It always helpful to ask for their suggestions on how things can improve in the future.
Why did you ……
Step 5– CLARIFY EXPECTATIONS
In this step you will state the behavior you would like to see and what you want them to do. Stating this in a tone of concern communicates a sense of importance and care and provides the appropriate level of sincerity to the message. Tones such as anger, frustration, disappointment, and the ever-popular sarcasm tend to color the language of the message and turn attempts at developmental feedback into criticism. The content of the message gets lost in the noise and harshness. The purpose of developmental feedback is to create awareness that can lead to correction or improvement in performance. If you cannot give developmental feedback in a helpful manner, in the language and tone of concern, you defeat its purpose.
What I want you to do is…. (be on time for tomorrow’s prompt 9 a.m. start)
Content contributed by Helen Morley, 2021