Tip #648: Feedback Models BOOST Through GROW

“Feedback is the breakfast of champions.” Ken Blanchard

I found 20 performance feedback models defined by acronyms. We looked at 1-5 in Tip #647. Here are 6-10:

  1. BOOST: Balanced, Observed, Objective, Specific, Timely and Two-Way
    • Balanced: Focus evenly on the employee’s areas of development and strengths.
    • Observed: Explain what the supervisor observed, not what the supervisor thinks or feels about the issue.
    • Objective: Focus only on the actions and outcomes in a descriptive rather than evaluative manner.
    • Specific: Provide specific examples of the observed behavior.
    • Timely: Give feedback as soon as possible after the activity. https://www.ucl.ac.uk/medicalschool/teaching-portal/teaching-skills/teaching-resources/giving-feedback
  1. COBS or CORBS: Clear Statement, Owned, Regular, Balanced, Specific
    • Clear Statement: Give clear and concise information.
    • Owned: Use “I” statements to indicate how the behavior made the supervisor feel.
    • Regular: Give immediately or as close to the event as possible.
    • Balanced: Balance negative and positive feedback.
    • Specific: Focus on specific observable behavior that the employee can change. https://rapidbi.com/cobs-or-corbs-feedback-model-for-performance-management/
  1. DO COACH: Diagnose Need, Outline Approach, Communicate, Open Dialogue, Act, Check, Hand Off
    • Diagnose Need: Identify the feedback purpose and goal.
    • Outline Approach: Determine the best strategy to raise the issue and obtain buy-in and cooperation from the employee.
    • Communicate: Create awareness of the concern or opportunity.
    • Open Dialogue: Ask questions to draw out the employee’s perceptions and recommendations, then actively listen to the answers.
    • Act: Develop a joint action plan with specific deadlines.
    • Check: Plan follow up and progress checkpoints.
    • Hand Off: Have the employee summarize the discussion and the resulting plan. End with positive reinforcement. https://laurelandassociates.com/whitepapersarticles/
  1. EEC: Example, Effect, Change/Congratulate
    • Example: Provide a specific example of observed behavior.
    • Effect: Describe the impact on the effectiveness of the employee, others, the project or the organization
    • Change/Congratulate: If there was a negative impact, explain what the employee needs to change and provide a deadline. If there was a positive impact, congratulate the employee. http://www.managersdoor.com/topic/top-5-giving-quality-feedback/
  1. GROW: Goal, Current Reality, Options/Obstacles, Will/Way Forward:
    • Goal: Look at the behavior that needs to be changed and structure it as a SMART goal that the employee wants to achieve.
    • Current Reality: Have the employee describe the current reality or situation.
    • Options or Obstacles: Have the employee brainstorm possible options to achieve the desired goal.
    • Will or Way Forward: Have the employee commit to specific actions to move forward toward the goal, to help the employee establish a will or motivation to proceed. Also set a progress review date.  https://www.mindtools.com/pages/article/newLDR_89.htm

May your learning be sweet.

Deborah

Related Posts

Manage Your Holiday Stress Before It Manages You!

Saturday, December 10th from 11 AM to 2:30 PM CST

Over the river to grandmother’s house- we have an idea in our mind about how the holiday should be. But planning, shopping, baking, wrapping gifts, and preparing the house all take a toll. It’s easy to become anxious, worried about creating a perfect, memorable holiday. It doesn’t matter if it’s Christmas, Hanukkah, Kwanzaa, or some other winter holiday. There are traditions to keep, favorite foods to prepare, and decorations to put up. It’s exhausting.

Then there’s the actual day. You will want everyone to feel happy and get along, but you know that the stress of the day can easily result in overexcited and grumpy grandchildren and irritable adult children. You imagine that all the time and effort you put into creating a lovely day could end up being wasted and unappreciated.

Holidays are supposed to be a joyful time. Let us help you get clear about what is not worth worrying about- and give you practical coping strategies that will help you stay calm when things don’t go the way you want them to go.

Join us for this highly interactive half-day virtual workshop on how to Manage Your Holiday Stress Before It Manages You on Saturday, December 10th from 11 AM to 2:30 PM CST. Your investment is $120. We guarantee that you will have a much less stressful holiday.

It doesn’t have to be difficult to Deal with Difficult People.

In this course you will define the behavioral characteristics and underlying needs of difficult people, assess situations in which you effectively handled a difficult person, review five steps for handling difficult people Laurel & Associates now offers courses through Teachable. Learn at your own pace.
Popular Post

Share This Post