Feedback models offer several benefits for providing effective feedback in various contexts.
Here are some specific advantages of using feedback models:
🔹Structure: Feedback models provide a clear and easy-to-follow structure for giving actionable, helpful feedback. Having a framework ensures that your feedback is concise and relevant, making it easier to communicate with others about areas of improvement or positive behavior.
🔹Increased Confidence: Positive feedback and encouragement can boost employees’ confidence, motivating them to act on their good ideas. When employees receive recognition for their efforts, they are more likely to continue contributing positively to the organization.
🔹Improved Communication: The structured approach of feedback models enhances the clarity and effectiveness of employee meetings. By following a consistent format, you can ensure that your feedback is well-received and understood by employees.
SBI Model - The Situation, Behavior and Impact Model
The SBI feedback model suggests that feedback messages are structured into three parts: Situation, Behavior and Impact. The SBI model works equally well for positive and negative messages and is used for delivering one message at a time.
To use the model, the conversation should be opened and the person you’re speaking to told that you’re going to give them some feedback. Once you’ve done this, you should deliver your message using this three-stage approach.
Situation - The first stage of the model is to lay out the situation in which the behavior that you’re providing feedback on took place. The purpose of this stage is to help the recipient focus on the event, and to help them visualize it. You should be as clear and accurate as possible, but only focus on facts, not emotive words or hearsay.
Behavior - The next stage of the model is to describe the specific behaviors or actions that you’re looking to provide feedback on. These should be described in accurate, factual terms. Do not use shortcuts or ambiguous language as doing so may lead to confusion or miscommunication.
Impact - The last stage of the model is clearly explaining the impact of the behavior that you just described. If you’re providing positive feedback, be clear to demonstrate how the individual’s behavior created a positive impact. If you’re providing negative feedback, be clear on the negative impact they created.
The COIN Feedback Model
Connection - Start the feedback process by opening the conversation with the individual and connecting with them in relation to the topic you’ll be providing feedback on. This is about setting the scene and getting them into the right frame of mind to think about the situation and actions that you’re delivering feedback about.
Observation -The second stage of The COIN Feedback Model is “observation”. Having established the connection to the topic, the next step is to introduce the actions or behaviors that you want to provide feedback about. These should be specific things that you have personally observed. They should be factual and devoid of emotive language.
Impact - After you’ve shared your observations, you need to show the impact of the actions or behaviors that you observed. This is the “so what” part of the conversation and it’s a key stage in helping someone understand why and how their actions or behaviors affected others. This understanding is essential if they are to change their behaviors in the future.
Next Steps - The last stage of The COIN Feedback Model is “next steps”. Having demonstrated the impact of actions or behaviors, you need to help the individual prepare to change them. They need to think through and visualize how they should have acted, and what they might do differently in the future to prevent these impacts occurring again.
CEDAR Model
The CEDAR feedback model is a five-stage feedback process that is heavily influenced by coaching. The model provides space for the recipient to speak and includes a stage for follow up.
The stages are: Context, Examples, Diagnosis, Actions and Review
Context - The first stage of the CEDAR Feedback Model involves opening the conversation and setting the context. It’s important for the recipient to be aware of the area in relation to which they will receive. It’s also important for the individual to be aware of the importance of feedback itself and how feedback works.
Examples - Having set the scene, you need to provide specific, factual and preferably directly observed examples of actions or behaviors that you want to provide feedback on. Provide enough examples to bring the point to life, but don’t overwhelm the feedback recipient.
Diagnosis - Now that the individual receiving the feedback understand the specific areas that have been identified, the next step is to diagnose the situation with them.
This process usually follows a coaching approach. In this model the feedback provider asks the recipient what they think happened and why. This is a two-stage process in which the recipient has the chance to speak and in which the feedback provider listens actively to what they have to say. By the end of this discussion both of you should understand what caused the situation to occur.
Actions - Having worked to understand some of the root causes that led to the situation, you can now move on to determining what actions can be taken to ensure the situation is resolved or doesn’t happen again.
This stage is also usually undertaken through a coaching approach. Here the feedback provider asks the recipient for their thoughts on future actions and next steps. The desire here may be to provide solutions, but doing so should be avoided.
Review - The last stage of the CEDAR Feedback Model wraps the conversation up. The conversation concludes, but the feedback process doesn’t. We should keep checking in the individual and providing reinforcing feedback on a regular basis as well as having a more formal discussion at a set time.
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