“Regular feedback is one of the hardest things to drive through an organization.” Kenneth Chenault
I found 20 performance feedback models defined by acronyms. We looked at 1-5 in Tip #647 and 6-10 in Tip #648. Here are 11-15:
- MMC: Medals, Missions, Clear Goals
- Medals: What the employee did well.
- Missions: What the employee needs to improve or correct.
- Clear Goals: Relate the medals and missions to clear goals that were given in advance. http://geoffpetty.com/for-teachers/feedback-and-questions/
- RIGHT: Respectful, Issue Specific, Goal Oriented, Helpful, Timely
- Respectful: Show respect so the employee is more willing to listen.
- Issue Specific: Stay centered on the performance, not the person.
- Goal Oriented: Aim to improve performance.
- Helpful: Use a helpful tone.
- Timely: Give feedback when there
“Feedback is the breakfast of champions.” Ken Blanchard
I found 20 performance feedback models defined by acronyms. We looked at 1-5 in Tip #647. Here are 6-10:
- BOOST: Balanced, Observed, Objective, Specific, Timely and Two-Way
- Balanced: Focus evenly on the employee’s areas of development and strengths.
- Observed: Explain what the supervisor observed, not what the supervisor thinks or feels about the issue.
- Objective: Focus only on the actions and outcomes in a descriptive rather than evaluative manner.
- Specific: Provide specific examples of the observed behavior.
- Timely: Give feedback as soon as possible after the activity. https://www.ucl.ac.uk/medicalschool/teaching-portal/teaching-skills/teaching-resources/giving-feedback
- COBS or CORBS: Clear Statement, Owned, Regular, Balanced, Specific
- Clear Statement: Give clear and concise information.
- Owned: Use “I” statements to indicate how the
“We all need people who will give us feedback. That’s how we improve.” Bill Gates
I thought it would be interesting to see the types of feedback models out there. I found 20 that could define themselves in acronyms!! We’ll look at five models at a time. As we do, please see if any of these resonate with you, either because you use this approach already or you can see the value in using it.
- ABC: Action, Because, Could We
- Action: Present data that supports the specific issue to be addressed.
- Because: Explain the importance of addressing the issue due to its impact on the effectiveness of the employee, team and/or organization.
- Could We: Identify resources, needs and action