“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:
- 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
- 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/
- 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/
- 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/
- 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.