What comes to mind when you think of the word feedback?

For many of the leaders and small business owners I coach it’s something along the lines of dread.

Feedback - both the praise, which can feel patronizing, to the criticism, which brings up serious fears (What if the person starts to cry? Gets angry? Can’t figure out what to do to fix the problem?) loom so large that many avoid the act all together. 

But in order to be an effective leader you have to create a culture of guidance, which includes frequent, on-going, and honest two-way conversations that either reinforce positive behaviors or redirect when someone is off track. Sometimes it can feel difficult to know where to start when it comes to feedback, which means having a framework can be a helpful tool to support us in structuring our thoughts and information.

The Center for Creative Leadership uses a widely-recognized model for delivering feedback, called the Situation-Behavior-Impact Model (SBI). The SBI feedback model is simple and direct: You capture and clarify the Situation, describe the specific Behaviors observed, and explain the Impact that the person’s behavior had on you, the team, or the work.

However, delivering feedback is not simply a matter of “do x,y, z.”

Like any relationship, the connection between bosses and the people who report to them are complex and unpredictable and for that relationship to really thrive it needs to be built on a foundation of trust.

In Kim Scott’s Radical Candor, Scott shares stories of her experiences at places like Apple, Google, and various start-ups sharing the important and powerful idea that in order to be a good boss, you have to Care Personally at the same time that you Challenge Directly. Scott says that when leaders challenge without caring it’s obnoxious aggression; when they care without challenging it’s ruinous empathy. When they do neither it’s manipulative insincerity. I highly recommend this read, which is packed with insightful stories as well as indispensable suggestions on the topic of feedback.

In addition, Leadology has some great articles to continue reading more about feedback (both giving and receiving) and recognition, in addition to our free downloadable resources. Check them out at the links below:

• Employee Experience: 3 Tips for Offering Equitable Recognition to Your Team

• Employee Recognition and Appreciation Tips That Actually Work

• Unproductive Employees? Low Retention? How Recognition Reduces Turnover

• The Manager’s Guide to Difficult Conversations

• The Simple Hack to Move Your Managers from Hectic to High-Performing

To building great relationships with your employees, 

– Carrie and Team Leadology