Evaluative Feedback Models

80% of feedback never changes behavior. Not because people don’t care… But because of how it’s delivered. Your style and tone makes a difference. The feedback you give can spark change or trigger resistance. It’s not about being “nice” or “tough.” It’s about being strategic. Here are 5 approaches that turn tough conversations into growth opportunities: 1. COIN Method For when performance needs a reset. Most people jump straight to criticism. But starting with context creates safety. “In yesterday’s meeting…” feels specific. “You always…” feels like an attack. The magic is in the Next step: Don’t just point out problems. Co-create solutions. 2. SBI Model For when you’re recognizing wins or addressing gaps. Vague praise like “Great job” doesn’t teach. Specific feedback does. “When you asked that clarifying question, the client leaned in…” That’s something they can actually repeat. 3. STAR/AR Method For when someone’s ready to level up. Most feedback looks backward. This one builds forward. Review what happened → then explore alternatives. You’re not just fixing mistakes. You’re expanding capacity. 4. DESC Script For when you need to set boundaries. Boundaries don’t push people away. They build trust. The key is Express. Own your experience without blame. “I feel…” lands. “You make me feel…” doesn’t. That’s how accountability shifts. 5. GROW Model For when someone needs guidance, not answers Old-school feedback = “Here’s what to do.” GROW = “Let’s uncover it together.” The power move? Stay curious longer. Ask “What else?” at least 3 times. The best ideas usually come last. One more truth: timing beats technique. Give feedback within 48 hours when memory is fresh. Don’t fire off complaints in the moment. And don’t wait for the once-a-year performance review. Find the sweet spot where perspective is clear and the moment still matters. That’s when feedback creates growth. ♻️ Repost if this helps you (or your team) have conversations that actually create change. 👉 Follow Desiree Gruber for more tools on storytelling, leadership, and brand building.

Most leaders don’t struggle to give feedback because they lack good intentions, they struggle because they lack the right frameworks. We say things like: 🗣 “This wasn’t good enough.” 🗣 “You need to speak up more.” 🗣 “That project could’ve been tighter.” But vague feedback isn’t helpful, it’s confusing. And often, it demoralizes more than it motivates. That’s why I love this visual from Rachel Turner (VC Talent Lab). It lays out four highly actionable, research-backed frameworks for giving better feedback: → The 3 Ps Model: Praise → Problem → Potential. Start by recognizing what worked. Then gently raise what didn’t. End with a suggestion for how things could improve. → The SBI Model: Situation → Behavior → Impact. This strips out judgment and makes feedback objective. Instead of “You’re too aggressive in meetings,” it becomes: “In yesterday’s meeting (Situation), you spoke over colleagues multiple times (Behavior), which made some feel unable to share (Impact).” → Harvard’s HEAR Framework: A powerful structure for disagreement. Hedge claims. Emphasize agreement. Acknowledge their point. Reframe to solutions. → General Feedback Tips: – Be timely. – Be specific. – Focus on behavior, not identity. – Reinforce the positive (and remember the 5:1 rule). Here’s what I tell senior FMCG leaders all the time: Good feedback builds performance. Great feedback builds culture. The best feedback builds trust, and that’s what retains your best people. So next time you hesitate before giving hard feedback? Remember this: → You’re not there to criticize. → You’re there to build capacity. Save this as your cheat sheet. Share it with your teams. Let’s make feedback a tool for growth, not fear. #Leadership #FMCG #TalentDevelopment #PerformanceCulture #FeedbackMatters #ExecutiveDevelop

I was 11. Fresh off a football match that went… Terribly. I froze. Barely called for the ball. Kept my head down the whole game. On the drive home, my dad didn’t say too much. Just this: “You kept hiding in space, hoping they’d pass to you. But if your team can’t see you, they won’t use you.” That was it. One moment. One behaviour. Why it mattered. At the time, I thought he was just being kind. (And maybe a little smug.) Years later, in a Uni lecture, it hit me: He’d nailed one of the best feedback models out there...  Without ever hearing of it. Turns out, great feedback is clear, specific,  and science-backed. Here are 6 proven ways to give feedback that lands  without losing trust: 1. SBI Model → Situation: When and where → Behaviour: What you saw → Impact: Why it mattered (My dad’s comment? A textbook SBI.) 2. Radical Candour → Care personally. Challenge directly. → Miss either one, and trust doesn’t stand a chance. (Top-right quadrant or bust.) 3. FeedForward → High performers don’t want a post-mortem. → Give them the next step, not just a replay. 4. The 5:1 Ratio → 5 positive interactions for every 1 critique. → Feedback only sticks if the relationship can carry it. (Make deposits before you withdraw.) 5. Ask–Tell–Ask → Ask what they think. → Tell them what you saw. → Ask what they’ll try next. 6. CEDAR Model → Context. Examples. Diagnosis. Action. Review. → When the stakes are high, this one delivers clarity. Feedback isn’t about being brutally honest. It’s about being precise. So it actually lands. That’s what my dad got right. (Needless to say, I never did get much better at football.) ✅ It was short ✅ It was specific ✅ And it stuck Because when feedback is framed well, it doesn’t just  get heard. It gets remembered. And acted on. ♻️ Repost for your network (and look ridiculously clever while doing it.) Follow 👋 David Meade Keynote Speaker for science-backed strategies you can use this week.

Give feedback like you mean it. Don’t wrap it in a 💩 sandwich. We all need people to give us feedback it’s how we learn. The way it is given is crucial to how it is received. Wrapping “negative” feedback in praise ↳ ‘aka The Feedback Sandwich’ ↳ ‘aka The 💩 Sandwich” always starts from a good intentions. Here’s how it usually goes: 🥪 Nice comment (praise) 💩 Real feedback (criticism) 🥪 Another nice comment (encouragement) The goal? To make tough feedback more “palatable.” It sounds nice in theory.  Less defensive, more digestible. Your team, however, starts to dread hearing  “You’re doing great… BUT…” They stop trusting the praise.  They brace for the “but.” The Feedback Sandwich model fails because: ❌ It confuses the message (what exactly should I fix?) ❌ It dilutes real recognition ❌ It makes people suspicious of positive feedback ❌ It sidesteps discomfort instead of building trust So what should you do instead?  Give feedback like you mean it. Not wrapped. Not disguised. Just clear and human. 𝗛𝗲𝗿𝗲 𝗮𝗿𝗲 𝟯 𝘀𝗶𝗺𝗽𝗹𝗲 𝗺𝗼𝗱𝗲𝗹𝘀 𝘁𝗵𝗮𝘁 𝗵𝗲𝗹𝗽: ✅ 𝗖𝗢𝗜𝗡 𝗠𝗼𝗱𝗲𝗹 Use when giving constructive feedback with clear next steps: → 𝗖𝗼𝗻𝘁𝗲𝘅𝘁: What happened, where, when → 𝗢𝗯𝘀𝗲𝗿𝘃𝗮𝘁𝗶𝗼𝗻: What you noticed → 𝗜𝗺𝗽𝗮𝗰𝘁: Why it matters → 𝗡𝗲𝘅𝘁 𝗦𝘁𝗲𝗽𝘀: What should improve ✅ 𝗦𝗕𝗜 𝗠𝗼𝗱𝗲𝗹 Use when you want to name a behavior and its effect: → 𝗦𝗶𝘁𝘂𝗮𝘁𝗶𝗼𝗻: When and where it happened → 𝗕𝗲𝗵𝗮𝘃𝗶𝗼𝗿: What the person did → 𝗜𝗺𝗽𝗮𝗰𝘁: What result it had ✅𝗦𝗧𝗔𝗥 𝗠𝗲𝘁𝗵𝗼𝗱 Great for reviewing performance or reflecting after a task: → 𝗦𝗶𝘁𝘂𝗮𝘁𝗶𝗼𝗻: What was happening → 𝗧𝗮𝘀𝗸: What they were responsible for → 𝗔𝗰𝘁𝗶𝗼𝗻: What they did → 𝗥𝗲𝘀𝘂𝗹𝘁: What changed or improved Clarity builds trust. Not praise dressed as protection. 🍞 What’s your preferred model to give feedback? —————————— ♻️ Repost if you’re building a no-fluff feedback culture. 🔔 Follow Justin Hills for practical leadership insights.

COIN: A Simple Yet Powerful Model for Effective Feedback Clear, constructive conversations are the foundation of a thriving workplace. As HR professionals, we know that how we deliver feedback can make all the difference; whether coaching employees, facilitating performance discussions, or navigating tough conversations. That’s why I love the COIN model: a structured yet flexible approach that turns feedback into a growth opportunity rather than a point of tension. → C - Connect, Give Context: Set the stage. What happened? What’s the background? Acknowledging lived experiences, values, and needs creates a shared understanding. → O - Observations: Stick to specific, objective observations. What do you see? What are your thoughts and beliefs? Encouraging open dialogue builds trust and alignment. → I - Impact on Self/Others/Situation: Explore the effects of the situation. How has it influenced you, the team, or the organization? Identifying gaps, concerns, or emotions adds depth to the conversation. → N - Next Steps: Turn insights into action. What’s the desired outcome? Explore solutions, set expectations, and create agreements for moving forward. I’ve seen firsthand how COIN transforms feedback from something people dread into a tool for growth and collaboration. When feedback is structured and intentional, it becomes a catalyst for real change. HR leaders, managers, and professionals: how do you approach feedback? Have you used the COIN model before? Let’s discuss! 👇 #HR #Leadership #Feedback #GrowthMindset #WorkplaceCulture #COINModel #HRBestPractices

69% of employees want better feedback. But 85% of leaders don’t know how to give it. Most feedback doesn’t stick. It’s either too vague or too focused on the negative. The GROW model lets you give specific & actionable advice Here’s the breakdown: 1. Goal: - “What’s the outcome you want to achieve?” 2. Reality: - “Where are you now? What challenges are you facing?” 3. Options: - “What solutions can you explore? What have you tried?” 4. Way Forward: - “What’s your next step? How committed are you?” Understand better with an example: Robert’s goal is to improve his presentation skills. Here’s how a GROW feedback would look: 1. Goal: “What’s the ideal outcome for your presentation?” - “I want to be more confident and engage the audience.” 2. Reality: “How do you feel about your current skills?” - “I tend to read from my notes and lose eye contact.” 3. Options: “What could you try to improve?” - “I could practice more, use bullet points, & record myself.” 4. Way Forward: “What’s your next step?” - “I’ll rehearse twice a week & get feedback from a friend.” ⇢ The conversation builds confidence and accountability. ⇢ It moves from abstract criticism to practical steps. ⇢ Robert leaves with ownership of his next steps.

A lot of feedback fails because it’s vague. “Do better next time.” “Watch your tone.” “Be more proactive.” None of that helps someone actually improve. That’s why we teach managers the SBI model — Situation, Behavior, Impact. It’s a simple structure that makes feedback factual, clear, and actionable. → Situation: When did it happen? → Behavior: What did you see or hear? → Impact: What was the result? “In yesterday’s client call (Situation), you interrupted twice while they were explaining their issue (Behavior), and it made them defensive (Impact).” It’s direct but respectful — and it works both ways: positive or corrective. When managers learn to describe what they see instead of what they feel, conversations stop being personal and start being productive. #HROFullScope

The 4 Most Effective Feedback Models Yesterday I did a virtual keynote with a Middle Eastern governmental organisation on effective feedback. Feedback is essential to trust and connection. Done well it can strengthen connections further. Here is some of what I shared that you may find useful. 1. SBI + EBI Model (Situation–Behavior–Impact–Even Better If) • Situation: Describe when and where the behavior occurred.  “In yesterday’s client call…” • Behavior: Describe exactly what the person did.  “…you took the lead on explaining our new proposal.” • Impact: Explain the result or effect.  “The client seemed more confident about our expertise.” • Even Better If: Offer a constructive suggestion for improvement.  “It would be even better if you paused to invite questions earlier, to boost engagement.” 2. BOOST + EBI Model (Balanced–Observed–Objective–Specific–Timely–Even Better If) • Balanced: Acknowledge both positives and areas for growth. • Observed: Refer to things you personally witnessed. • Objective: Remove personal bias. • Specific: Provide concrete examples. • Timely: Deliver feedback soon after the event. • Even Better If: Conclude with one actionable recommendation.  “Your presentation was well-paced. It would be even better if you used fewer slides to keep attention high.” 3. COIN + EBI Model (Context–Observation–Impact–Next Steps–Even Better If) • Context: Set the scene for when/where. • Observation: Describe specific behavior. • Impact: Share the effect on results, people, or outcomes. • Next Steps: Co-create solutions together. • Even Better If: Add a stretch goal or aspirational suggestion.  “Your report was clear and data-driven. It would be even better if you added a short executive summary for quick reference.” 4. Radical Candor + EBI (Care Personally–Challenge Directly–Even Better If) • Care Personally: Show genuine respect and support. • Challenge Directly: Be honest and clear about what needs improvement. • Even Better If: Offer a suggestion that supports growth and mutual trust.  “I know you’re deeply committed to excellence. It would be even better if you delegated more so the team can learn from you.” I hope this helps, do share it with anyone having to dole out feedback this time of year. Just one more speaking engagement to go to round out the year! Simone Heng #author #loneliness #humanconnection #keynotespeaker

𝐌𝐚𝐬𝐭𝐞𝐫𝐢𝐧𝐠 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤: 𝐓𝐡𝐞 𝐔𝐥𝐭𝐢𝐦𝐚𝐭𝐞 𝐆𝐮𝐢𝐝𝐞 𝐟𝐨𝐫 𝐋𝐞𝐚𝐝𝐞𝐫𝐬 Feedback is a powerful tool for growth and development, yet delivering it effectively requires skill. This insightful infographic breaks down four proven models—𝐒𝐁𝐈, 𝐂𝐎𝐈𝐍, 𝐆𝐑𝐎𝐖, 𝐚𝐧𝐝 𝐂𝐄𝐃𝐀𝐑—that simplify the feedback process and offer clear frameworks for impactful communication. Here’s a quick overview: 1️⃣ 𝐒𝐁𝐈 𝐌𝐨𝐝𝐞𝐥 – A straightforward approach focusing on Situation, Behavior, and Impact. Perfect for performance improvement. 2️⃣ 𝐂𝐎𝐈𝐍 𝐌𝐨𝐝𝐞𝐥 – Emphasizes connection and relationship-building with a focus on Observing, Discussing Impact, and taking Next Steps. 3️⃣ 𝐆𝐑𝐎𝐖 𝐌𝐨𝐝𝐞𝐥 – A consultative coaching framework to drive ownership and personal growth. 4️⃣ 𝐂𝐄𝐃𝐀𝐑 𝐌𝐨𝐝𝐞𝐥 – A comprehensive, deep-dive tool for complex issues, ideal for structured and meaningful feedback. Plus, 𝐇𝐚𝐫𝐯𝐚𝐫𝐝’𝐬 𝐭𝐨𝐩 5 tips ensure feedback is empathetic, specific, and constructive, while the section on meeting dynamics highlights how to create an environment that nurtures open dialogue. By following these models and tips, leaders can foster a culture of continuous improvement and open communication in their teams. Which model resonates most with you? #Leadership #Feedback #GrowthMindset #TeamDevelopment #CommunicationSkills