Feedback Conversations
Addressing behaviors and performance constructively
Use feedback conversations when you need to address someone's specific behavior or performance. The goal is to create awareness and encourage positive change while maintaining a respectful relationship.
Key Principle: Mindful Candor
Balance honesty with empathy. Be direct about the issue while remaining respectful and considerate of the other person's feelings and perspective.
Context
Set the stage by describing the specific situation where the behavior occurred.
"During yesterday's team meeting when we were discussing the project timeline..."
Observation
State the specific, observable behavior without judgment or interpretation.
"I noticed you interrupted Sarah three times while she was presenting her ideas."
Impact
Explain the concrete effect of the behavior on you, the team, or the work.
"This prevented Sarah from fully explaining her proposal and made the meeting less productive."
Next Steps
Collaboratively discuss what should happen going forward.
"Going forward, let's make sure everyone has a chance to finish their thoughts. What do you think?"
- Be specific and timely with your feedback
- Focus on observable behaviors, not personality
- Use 'I' statements to express impact
- Listen actively to their perspective
- End with clear next steps or agreements
- Don't use vague language like 'you always' or 'you never'
- Don't give feedback when you're angry or emotional
- Don't make it personal or attack character
- Don't bring up multiple unrelated issues at once
- Don't forget to follow up on agreed actions