I believe it is really important to use a 'firm frame' when giving feedback to others. It is tricky for most of us that are human. So, having a clear structure makes it more straight forward and perhaps less waffly.
Here is how it works:
1. Signpost, 'We need to discuss something...' 'Let's grab a coffee and talk about what happened earlier...' These are just rubbish examples of a really important principle. Alert them to what is about to happen - don't just shoot from the lip!
2. Consider, this awareness/calibration type question: 'Do you know what this is about...Do you know what I am going to say...What is your take on the incident...' etc etc. This is to give them a chance to talk and tell you. This makes your life easier. Because then, you can just ask them questions as in the Indirect approach below.
4. If they look at you like you are an alien or are not particularly self aware, then you will need to tell them the feedback. This is more tricky. Use the BID model direct method below.
5. Behaviour is what they said or did
6. Impact could be upon you or the team
7. Do more or Do less is the wrap up part to be clear what is required
8. Run! Joking aside, it can be used positive and developmental feedback (Don't know if we are 'allowed' to say negative anymore?!)
That's it. Hope you find this useful...
Take care,
Paul
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