Tip #647: Feedback Models ABC through BET

This Tip explains five feedback models with the acronyms ABC through BET, also including AID and BEAR models.

“We all need people who will give us feedback. That’s how we improve.” Bill Gates

Feedback Models ABC Through BET

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.

1. 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 plans to implement a solution that will address the issue. https://gbr.pepperdine.edu/2011/02/the-abcs-of-effective-feedback/

2. AID: Action, Impact, Development/Desired Behavior

• • Action: Emphasize the employee’s action, not the supervisor’s interpretation
  • Impact: Describe the positive or negative impact on the end result or the process itself.
  • Development/Desired Behavior: Determine what happens next, with the emphasis on what is missing instead of what is wrong. http://masterfacilitator.com/aidmodelforeffectivefeedback/

1. BEAR: Behavior, Effect, Alternative, Result

• • Behavior: Describe specific, detailed observations of negative or non-productive behaviors
  • Effect: Describe the concrete effect of what the employee is or is not doing.
  • Alternative: Recommend and describe the desired behavior with a specific time frame for accomplishment
  • Result: Describe the desired result of the changed behavior. https://www.linkedin.com/pulse/feedback-bear-model-1-mahmoud-abd-al-rahman

4. BEEF: Behavior, Example, Effect, Future

• • Behavior: What the employee does or did.
  • Example: A specific instance.
  • Effect: The effect it had on the supervisor, someone else, or the outcome.
  • Future: What the supervisor wants to happen from now on. https://rapidbi.com/cobs-or-corbs-feedback-model-for-performance-management/

5. BET: Behavior, Effect, Thank you

• • Behavior: What the employee did (that was positive).
  • Effect: Describe the positive result.
  • Thank you: Give the employee appreciation.  https://www.linkedin.com/pulse/giving-feedback-bet-model-mahmoud-abd-al-rahman

May your learning be sweet.

Deborah