{"id":3740,"date":"2024-05-03T13:55:46","date_gmt":"2024-05-03T17:55:46","guid":{"rendered":"https:\/\/kellymeerbott.com\/?p=3740"},"modified":"2024-05-03T13:59:25","modified_gmt":"2024-05-03T17:59:25","slug":"give-feedback-leadership","status":"publish","type":"post","link":"https:\/\/blog.kellymeerbott.com\/home\/give-feedback-leadership\/","title":{"rendered":"Mastering the Fine Art of Giving Feedback"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">Giving feedback to employees successfully creates incredible dividends in performance, creativity, and productivity. But poorly defined, vague, or too critical feedback can harm more than it helps. <\/span><span style=\"font-weight: 400;\">As an executive leadership coach, I provide clients actionable feedback using a clear, structured system my clients find useful and insightful for both personal and professional growth. I also encourage clients to provide their teams with the same supportive and actionable structure to help build a great corporate culture.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Here\u2019s how to create an environment where potential is realized and excellence thrives.<\/span><\/p>\n<h2><strong>1. Use the SBI Model\u00a0<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">To provide clear and effective feedback, coaches often utilize the SBI Model, which stands for Situation, Behavior, &amp; Impact (SBI). By breaking it down into its components, it facilitates deeper understanding, providing clarity and context that is specific and actionable.\u00a0<\/span><\/p>\n<p><strong>Here\u2019s how that works:<\/strong><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Situation:<\/strong> Set the stage by describing the context or circumstances in which the behavior occurred. Provide relevant background information to frame the feedback effectively.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Behavior:<\/strong> Detail the specific actions or behaviors observed, focusing on objective observations rather than interpretations. Use concrete examples to illustrate the behavior clearly.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\"><strong>Impact:<\/strong> Explain the consequences or effects of the behavior on others or the organization. Help clients understand the significance of their actions and the implications for their professional growth.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Now let&#8217;s delve into the key steps for building an effective feedback process.<\/span><\/p>\n<h2><strong>2. Build Trust by Creating a Safe Space<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">When time and effort is invested into nurturing trust, a space is created for safe, comfortable sharing of vulnerabilities while also exploring growth opportunities.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Trust is the bedrock of any coaching or working relationship. Without it, meaningful progress is challenging to achieve.<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Before diving into feedback, ensure the receiver feels valued and respected by establishing a foundation of trust through active listening and empathy.<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Trust lowers defenses and helps receivers to engage more openly in the process, while laying the groundwork for constructive feedback.<\/span><\/li>\n<\/ul>\n<h2><strong>3. Focus Giving Feedback on Observable Behaviors<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">Without judgement, ground feedback within the context of observable actions rather than subjective interpretations.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Identify the specific behavior or action that needs addressing.\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Describe the behavior objectively.\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Illustrate how the behavior influences others or contributes to organizational outcomes.\u00a0<\/span><\/li>\n<\/ul>\n<h2><strong>4. Be Balanced While Giving Feedback.<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">Effective feedback strikes a balance between positive reinforcement and constructive criticism. Be sure to also acknowledge achievements and contributions.<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Recognize progress to reinforce confidence and motivation.\u00a0<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Highlight attributes and praise efforts and achievements.<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Address areas for improvement sensitively, focusing on growth opportunities rather than shortcomings.<\/span><\/li>\n<\/ul>\n<h2><strong>5. Giving Feedback Means Being Specific<\/strong><\/h2>\n<p><span style=\"font-weight: 400;\">Always be specific and avoid generalizations. Utilize concrete examples and evidence so team members understand precisely what behaviors need addressing and how they can improve.\u00a0<\/span><\/p>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Illustrate the behavior in question by choosing recent examples that provide context and clarity.<\/span><\/li>\n<\/ul>\n<ul>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Describe the behavior in detail, using specific language and examples to paint a clear picture. Do not be vague.<\/span><\/li>\n<li style=\"font-weight: 400;\" aria-level=\"1\"><span style=\"font-weight: 400;\">Demonstrate consequences of real-life actions to provide concrete evidence of the impact of the behavior.<\/span><\/li>\n<\/ul>\n<p><span style=\"font-weight: 400;\">Always remember feedback is not just a tool \u2014 it&#8217;s a vehicle for growth and transformation. Use t<\/span><span style=\"font-weight: 400;\">hese tools cultivate environments where feedback is embraced as a catalyst for learning and development \u2014 building powerful teams that drive your organization to new heights of success.<\/span><\/p>\n<p>________<\/p>\n<p><em><strong>Kelly Meerbott, PCC<\/strong> is a renowned expert in executive leadership, an award winning coach,\u00a0<a href=\"https:\/\/www.amazon.com\/Meerbotts-Fables-Kelly-Meerbott\/dp\/1956989250\/\" target=\"_blank\" rel=\"noopener\">author<\/a>, and\u00a0<a href=\"https:\/\/www.youtube.com\/watch?v=VT6-8w7Hkmk&amp;t=3s\" target=\"_blank\" rel=\"noopener\">TEDx Speaker<\/a>. As a leadership coach, Kelly has worked with senior executives, the C-suite, and more than 400 high-ranking officers in the US military. Her customized strategies have demonstrated and measurable results, and her trauma-informed approach and PTSD training makes her unique in the industry. Combined with her coaching experience, Kelly creates a psychologically safe space for confidentiality where clients can be honest and truthful so they can break through their worst roadblocks. Kelly has multiple coaching certifications in\u00a0<a href=\"https:\/\/blog.kellymeerbott.com\/services\/organizations\/\">Human &amp; Organizational Transformation<\/a>, Unconscious Bias, Leadership, cognitive therapy, improv, and communications. She is a certified clinical trauma specialist.<\/em><\/p>\n<p><em>Currently accepting new clients for late 2024-2025, Kelly invites you to discover how her coaching can transform your leadership journey.<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Giving feedback to employees successfully creates incredible dividends in performance, creativity, and productivity. But poorly defined, vague, or too critical feedback can harm more than it helps. As an executive leadership coach, I provide clients actionable feedback using a clear, structured system my clients find useful and insightful for both personal and professional growth. I [&hellip;]<\/p>\n","protected":false},"author":4,"featured_media":3744,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[159,169,130,53,87],"tags":[173,172,171],"class_list":["post-3740","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-belonging-at-work","category-feedback-process","category-kelly-meerbott","category-leadership-development","category-personal-development","tag-employee-development","tag-employee-growth","tag-feedback"],"_links":{"self":[{"href":"https:\/\/blog.kellymeerbott.com\/home\/wp-json\/wp\/v2\/posts\/3740","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/blog.kellymeerbott.com\/home\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/blog.kellymeerbott.com\/home\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/blog.kellymeerbott.com\/home\/wp-json\/wp\/v2\/users\/4"}],"replies":[{"embeddable":true,"href":"https:\/\/blog.kellymeerbott.com\/home\/wp-json\/wp\/v2\/comments?post=3740"}],"version-history":[{"count":3,"href":"https:\/\/blog.kellymeerbott.com\/home\/wp-json\/wp\/v2\/posts\/3740\/revisions"}],"predecessor-version":[{"id":3754,"href":"https:\/\/blog.kellymeerbott.com\/home\/wp-json\/wp\/v2\/posts\/3740\/revisions\/3754"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/blog.kellymeerbott.com\/home\/wp-json\/wp\/v2\/media\/3744"}],"wp:attachment":[{"href":"https:\/\/blog.kellymeerbott.com\/home\/wp-json\/wp\/v2\/media?parent=3740"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/blog.kellymeerbott.com\/home\/wp-json\/wp\/v2\/categories?post=3740"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/blog.kellymeerbott.com\/home\/wp-json\/wp\/v2\/tags?post=3740"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}