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37 results (expanded search) for "feedback"
Professional
SBI Feedback Model
Deliver effective feedback in 3 parts (Situation—Behavior—Impact) so the other person hears you without defensiveness.
Administrative
Post-Delegation SBI Feedback
After any delegated task completes, deliver feedback in Situation-Behavior-Impact format.
Leadership
Build SBI Feedback for Reports
Frame feedback in 3 sentences: Situation, Behavior, Impact — strips bias, refocuses on behavior.
Professional
Weekly Feedback Habit
Every Friday, write 3 feedbacks (positive + constructive) for 3 people and deliver by Monday.
Social
SBI Peer Feedback
Deliver specific SBI feedback to a peer within 48 hours of the event.
Administrative
Peer Feedback Ritual
Every two weeks, each member gives one peer specific feedback in a fixed format — no waiting for the annual review.
Leadership
Diagnosing Your Reaction to Feedback
3 triggers reject valid feedback: Truth, Relationship, Identity. Know which fires in you.
Leadership
Mini 360 Feedback
Ask 8 people around you 3 questions: what do I do well? what should I stop? what would you stop me from doing if you saw?
Administrative
Stakeholder Feedback Loop Design
Don't wait for a stakeholder's complaint to learn their opinion — design a regular structured channel that asks before they complain.
Leadership
Closing Feedback Loops After Big Announcements
Two weeks after any big announcement, return to the team with "what we heard from you, and what we did about it" — don't let questions evaporate unanswered.
Professional
SBI Model
Phrase every feedback in 3 sentences: situation, specific behavior, impact — no interpretation.
Professional
Real-Time Not Saved
Don't hoard feedback until annual review — give within 24 hours of event.
Professional
Difficult Feedback Rehearsal
Before tough talk, role-play as recipient and respond to your script — uncover blow-up points.
Professional
Radical Candor 2x2
Sort your feedback on care personally × challenge directly — sweet spot: high in both.
Social
Negative Inquiry
When criticized, ask: "what specifically in X bothers you?" — forces clarity.
Administrative
Plus-Delta Retro in the Last Two Minutes
End every meeting with: what worked (+) and what we change next time (Δ).
Leadership
Radical Candor Matrix
A 2×2: "Care Personally × Challenge Directly". Know which quadrant you're in with each report.
Social
DESC Script for a Tough Conversation
Write four sentences: Describe the behavior, Express the impact, Specify the change, Consequences.
Social
Adapt Your Critique Style
French/Dutch tolerate direct critique; East-Asian needs it wrapped.
Social
Team Psychological-Safety Check
Anonymously ask Edmondson's three questions to score your team's psychological safety.
Social
Prep 1-on-1 With Manager
Prep your 1-on-1 with SBI + GROW: situation, behavior, impact, then open GROW questions.
Social
30-Second Daily Recognition
Write a specific SBI thank-you to one colleague every day for two weeks.
Administrative
Plus/Delta Review at Meeting's End
Last 3 minutes: what worked? What do we improve next meeting?
Leadership
Stay Interview
30 min with a top performer, 5 questions on "why you stay and why you might leave" before they actually consider leaving.
Leadership
Build a Hard Conversation with DESC
4 steps: Describe (situation), Express (impact), Specify (change), Consequences (outcomes).
Digital & AI
Self-Critique: Review Your Own Answer
After the model answers, ask it to critique its own answer and improve it before final delivery.
Professional
Self-Recorded Rehearsal
Record yourself rehearsing, then watch — discover unseen.
Professional
Ask Before You Give
Before giving feedback, ask recipient what type of feedback they want this week.
Professional
360 Self-Audit
Each quarter, ask 6 people around you the same 3 open questions about your performance.
Social
Test Your Empathic Accuracy
After guessing what a close person feels, verify explicitly instead of trusting your hunch alone.
Administrative
Quarterly Team Health-Check Survey
Five anonymous questions each quarter surface problems nobody will voice aloud in a meeting.
Leadership
Feedforward Coaching
Instead of feedback on the past, ask reports for future suggestions — less defensiveness, higher application.
Leadership
Handling a Toxic High-Performer
When a member delivers excellent results but destroys team morale, separate performance from behavior via a clear standard and a direct honest conversation.
Leadership
Holding Steady Under Stakeholder Pressure
When stakeholders pressure you to abandon a necessary change because it's "uncomfortable", distinguish pressure that warrants stopping from pressure that's just expected resistance to change.
Parenting
Specific Praise Over Generic
Instead of "great job," describe exactly what he did — "I love how you split the problem into two steps."
Digital & AI
Constructively Handling Public Criticism and Hate
Set a pre-defined protocol for sorting comments: constructive criticism deserving a reply, or passing hate deserving only ignoring and blocking.
Professional
Receive With Curiosity
When receiving triggering feedback, pause 6 seconds, then ask "tell me more".