Scribd Logo
Upload

Welcome to Scribd!

  • 71 views

    How To Give Feedback by Eric Partaker

    Uploaded by

    manishmangal2008
    The document provides 6 models for giving feedback in different situations: 1. The COIN model outlines how to give constructive feedback on behavior that needs correction, focusing on the context, observation, impact, and next steps. 2. The Balanced model describes how to give positive reinforcement feedback by focusing on being objective, observable, specific, and timely. 3. The GROW model outlines how to structure coaching conversations around goals, current reality, options, and commitment to next steps. 4. The FEED model describes how to structure constructive feedback around the facts of what was observed, the effects, expectations, and what development is needed. 5. The CEDAR model outlines how to

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd

    How To Give Feedback by Eric Partaker

    Uploaded by

    manishmangal2008
    71 views1 page
    The document provides 6 models for giving feedback in different situations: 1. The COIN model outlines how to give constructive feedback on behavior that needs correction, focusing on the context, observation, impact, and next steps. 2. The Balanced model describes how to give positive reinforcement feedback by focusing on being objective, observable, specific, and timely. 3. The GROW model outlines how to structure coaching conversations around goals, current reality, options, and commitment to next steps. 4. The FEED model describes how to structure constructive feedback around the facts of what was observed, the effects, expectations, and what development is needed. 5. The CEDAR model outlines how to

    Original Description:

    Original Title

    How to Give Feedback by Eric Partaker

    Copyright

    © © All Rights Reserved

    Available Formats

    PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    The document provides 6 models for giving feedback in different situations: 1. The COIN model outlines how to give constructive feedback on behavior that needs correction, focusing on the context, observation, impact, and next steps. 2. The Balanced model describes how to give positive reinforcement feedback by focusing on being objective, observable, specific, and timely. 3. The GROW model outlines how to structure coaching conversations around goals, current reality, options, and commitment to next steps. 4. The FEED model describes how to structure constructive feedback around the facts of what was observed, the effects, expectations, and what development is needed. 5. The CEDAR model outlines how to

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    71 views1 page

    How To Give Feedback by Eric Partaker

    Uploaded by

    manishmangal2008
    The document provides 6 models for giving feedback in different situations: 1. The COIN model outlines how to give constructive feedback on behavior that needs correction, focusing on the context, observation, impact, and next steps. 2. The Balanced model describes how to give positive reinforcement feedback by focusing on being objective, observable, specific, and timely. 3. The GROW model outlines how to structure coaching conversations around goals, current reality, options, and commitment to next steps. 4. The FEED model describes how to structure constructive feedback around the facts of what was observed, the effects, expectations, and what development is needed. 5. The CEDAR model outlines how to

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    of 1

    HOW TO GIVE FEEDBACK

    6 Essential Models For Every Situation © Eric Partaker

    For Behavior Correction For Positive Reinforcement


    Balanced: Provide positive
    C O I N and constructive feedback.

    Context: Describe where and when the behavior occurred.


    B OST Objective: Base feedback
    on observable facts.

    Observation: State what behavior was observed. Observable: Describe


    Impact: Explain the effects of the behavior. specific behaviors seen.
    Next Steps: Suggest actions for improvement.
    Specific: Be precise about
    Example: I could see you put a lot
    Example: In yesterday’s meeting, I noticed you interrupted colleagues
    what was done well.
    of effort into your presentation
    several times. It disrupted the flow of the meeting. I’d like you to work today. The client was impressed,
    on active listening and give everyone a chance to finish their points. particularly with your research. Timely: Give feedback soon
    Your analysis made an impact. after the event.
    COIN Model credit to Anna Carroll.

    For Coaching For Constructive Feedback

    G Goals: Identify what the coachee wants to achieve.


    Example: I understand you want to lead a project. FEED Facts: What was observed?

    R Reality: Assess the current situation and obstacles.


    Ex: You haven’t had any experience with it yet.
    Effects: What were the effects?
    Expectations: What was expected?

    O Options: Explore possible actions or paths.


    Ex: You could shadow a project lead to learn how.
    Development: What needs to happen?

    W
    Example: Your report was 2 days late. It caused a delay in our review
    Will: Commit to specific steps forward.
    process. We expect reports on time to maintain the workflow. Can we
    Ex: Let’s plan your first step then review it afterward. discuss how to manage your workload more effectively?

    GROW Model credit to Max Landsberg & John Whitmore.

    For Performance Reviews For Career Development


    360-Degree

    C E D A R
    Customer Manager
    Feedback Review
    Feedback
    Feedback is
    gathered from all
    Context Examples Diagnosis Action Review
    around you.
    Be specific. Share the Plan next Agree on

    360°
    Set the It highlights your
    stage.
    reasons. steps. timeline. Peer strengths and
    For
    instance, You’ve put Let’s We can Feedback areas to improve.
    This year,
    how you a lot of discuss meet again It’s a great way
    your
    handled effort into how you next month to guide your
    leadership
    XYZ project. improving can build to see how career growth
    on projects
    It was your skills. on this you’re with a broad and
    stood out. Direct Report
    exceptional. strength. doing. Self well-rounded
    Assessment Feedback perspective.
    CEDAR Model credit to Anna Wildman.

    If you found this helpful, follow me for more Eric Partaker

    You might also like