Feedback Is Not a Gift When Done Poorly
Posted on May 09, 2024 by David Campanella, One of Thousands of Executive Coaches on Noomii.
How one gives feedback is as important as what feedback is given; learn an easy best practice for effective performance feedback.
Feedback Is Not a Gift When Done Poorly – if someone has ever given you feedback that was too vague to action, too late to make change against, or too accusing to do anything other than draw blood, then you know what I mean.
I have been hearing the phrase, “Feedback is a gift” for as long as I can remember (and I have uttered it many times myself). However, this statement comes with a caveat—it must be delivered effectively. Poor feedback can demotivate, create confusion, or even damage relationships. It’s not just about what you say, it’s how you say it.
To enhance performance and ensure that feedback serves as a constructive tool, I advocate for the SBIQ method with my clients. This technique structures feedback in a way that promotes clarity and positive change, focusing on four key elements:
1. Standard – Begin by clearly stating the agreed standard or expectation of performance.
2. Behavior – Describe the specific behavior observed, providing concrete examples.
3. Impact – Explain the impact of the behavior, whether on others, productivity, or the attainment of goals.
4. Question – Conclude with an open-ended question that prompts reflection and discussion, fostering a two-way dialogue.
You should be able to give SBIQ structured feedback in 30 seconds, then you stop talking and allow for a response and a two-way conversation to emerge. By using SBIQ, leaders can provide feedback that is not only insightful but also empowers individuals to own their development. Remember, the goal of feedback is not just to catch people doing things wrong but to foster an environment where continuous improvement is embraced.
When done right, feedback really is a gift.
