#483 Effective Feedback: A Four-Step Framework for Success

Join Coach Curl on the Today's Leader Podcast as we explore how to give constructive feedback that inspires growth without discouraging your team. Learn a four-step framework for delivering effective feedback and discover how to make it a tool for success.

leadership, constructive feedback, team growth, SBI model, effective communication, leadership development,

If you enjoyed this episode, please like, subscribe, and share it with fellow leaders. Check out the link in our show notes for a takeaway sheet!

⏱️⏱️VIDEO CHAPTERS⏱️⏱️:

00:00:00 - Effective Feedback Strategies for Team Growth

00:01:21 - Understanding the SBI Model for Constructive Feedback

00:02:31 - Balancing Critique and Encouragement in Feedback

00:03:38 - Providing Support and Solutions After Feedback

00:04:47 - Implementing Feedback with Coaching and Resources

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Way to go, guys. Way to go. Keep it

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going. Good job, guys. All right, Paul, I

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see you. Great job, guys.

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Curl here, and welcome to the Today's

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Leader podcast, Building Tomorrow's Best

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Leaders Today. Today we're

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focusing in on feedback, and

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particularly the concept around giving

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constructive feedback without

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discouraging your team. We know

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that feedback is essential for growth,

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but when it's delivered poorly,

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it can demotivate your team instead of

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inspire them to improve,

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inspire them, inspire them to get better.

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So what today is all about is how do we

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make feedback feel like a tool for

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success and not criticism?

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I'm going to share with you a four-step

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framework for effective feedback. Step

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number one, set the right

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intentions. Now,

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we need to encourage our teams to

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approach feedback with a growth mindset.

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The goal is to help people, not to

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criticise them, and we need to be really

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open and upfront with that.

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As part of that, we need to choose the

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right time and setting. And

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if we are going to have those sensitive,

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constructive conversations,

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we need to make sure that privacy

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is key. Step

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#2 use the

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SBI. Model

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SBI stands for situation,

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behavior and impact.

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For example, situation

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during yesterday's call,

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we're alerting the process to a

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specific situation when you

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were dealing with that customer, when you

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were hosting that meeting. So we

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relate the feedback directly to the

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situation behavior.

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Once again, we witnessed this behaviour.

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You interrupted the discussion.

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You did

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not take the customer through the

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five-step process. You did

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not clarify your

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intentions, right?So

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situation, behaviour and

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then the impact is around what the

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impact is. So

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in some cases it may be that the

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customer was confused, that's the

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impact. Your team didn't fully get the

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message, that's the impact. So

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SBI situation, behaviour

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and impact. It's

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really useful for making sure that

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you're giving the specific feedback that

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your team need. Clear,

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specific and also

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becomes a little less personal.

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Uh, #3, we need to balance critique with

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encouragement. So we we need to look at

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things like what's working well

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before maybe we start addressing the

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opportunities for improvement. Now we

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need to be careful here as well. Um,

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you'll often hear people talk about the

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feedback sandwich. I'm not

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a a proponent of the feedback sandwich.

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It has another name of a less

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tasty. Thing in between the

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the FA, the feedback given. So just be

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really mindful. But we need to find

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that balance. So um, we need

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to end the feedback, um, with

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support, your support on how

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we can resolve or what options are

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available. So we don't wanna just

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criticise. So we need to

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finalize and bund the the feedback by

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asking a question or or providing that

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support. So how can I help you in this

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particular area is usually a good

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way to finish off because you're

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providing that level of support to the

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team to help them, um,

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improve. And the last

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step is about focusing on solutions and

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growth. So we need to shift. In many

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ways to move from what went wrong to

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how to improve. So we need to

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move away from some people may call it

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blaming or blame shifting or blame

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storming. You know, we need to move away

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from that. What went wrong to how to how

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can we improve?And I think that's really,

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really important. And once again, there's

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an offer from you for coaching and and

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resources to help your team improve. So

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how can we do better is the

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real key component to making this area

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work. So as your challenge this

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week, I want you to think about identify

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one person on your team who would benefit

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from your feedback and your guidance. And

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I really want you to think about the

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SBI method on how you can deliver that

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feedback. And importantly,

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offering that support to help them get

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better. Hey, thanks for tuning in to the

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Today's Leader podcast today. I hope it

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has been of value to you. If it

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has been, please share it with that

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leader that you know. Um, wherever you're

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listening to it, please review,

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like, subscribe, and leave a review. It

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really does help us get found.

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Until next time, keep building tomorrow's

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best leaders today.