DREIESKIVA​|Roald Kvam

Feedback is essential for growth and improvement, both personally and professionally.

It provides valuable insights into how others perceive our actions, work, and behavior, helping us identify strengths and areas for development.

By receiving constructive feedback, we can adjust our approach, refine our skills, and enhance performance.

In the workplace, feedback fosters open communication, creates a culture of continuous learning, and strengthens relationships. It helps individuals and teams stay aligned with goals and expectations, ensuring that efforts contribute effectively to overall success.

Feedback fuels self-awareness.

It encourages reflection on our behavior and decisions, allowing us to correct mistakes and adapt to challenges. Without feedback, we risk stagnation, missing opportunities for improvement, and failing to reach our full potential.

Ultimately, feedback is a crucial tool that empowers us to evolve and excel in all areas of life. Let us explore some feedback models, together:

COIN

Provides a structured approach to delivering constructive feedback for improved organizational effectiveness.

• Contact – Begin by setting the context for the feedback session.
• Observations – Present specific observations or facts related to the behavior or performance being discussed.
• Impact – Describe the impact of the observed behavior or performance.
• Next steps – Collaboratively discuss and agree on the next steps or actions to address the feedback.

GROW

Structured coaching framework designed to facilitate effective feedback and goal-setting conversations.

• Goal – Start by defining the goal or objective that the individual wants to achieve.
• Reality – Assess the current reality or situation.
• Options (or Obstacles) – Generate options or strategies to achieve the goal.
• Way forward (or Will) – Determine the way forward.

CEDAR

Structured approach to providing feedback that emphasizes context, examples, diagnosis, actions and review.

• Context – Set the context for the feedback session by clearly defining the purpose and relevance of the feedback.
• Examples – Provide specific examples or instances that illustrates the behavior or performance being discussed.
• Diagnosis – Diagnose the situation or performance by analyzing the observed behavior or outcomes.
• Actions – Discuss actionable steps or actions that can be taken to address the feedback.
• Review – Review and summarize the key points of the feedback session.

BOST

Structured approach designed to deliver clear and actionable feedback by focusing on Balanced, Objective, Observed, Specific and Timely.

• Balanced – Ensure that feedback is balanced by acknowledge both strengths and areas of improvement.
• Objective – Base feedback on objective criteria and facts rather than subjective opinions or assumptions.
• Observed – Focus on behaviors or actions that have been directly observed rather than hearsay or generalizations.
• Specific – Provide specific examples and details to clarify the feedback.
• Timely – Deliver feedback in a timely manner, close to the event or behavior being discussed. It is more effective in promoting change or improvement.

HEAR

Structured approach to feedback that focuses on hedging your claims, emphasizing agreeement, acknowledging the other side’s argument and reframing the positive.

• Hedge Your Claims – Use language that leaves room for other possibilities, recognizing that statements may not be universally true.
• Emphasize Agreement – Identify and stress the areas where you and your counterpoint agree, building a bridge to foster cooperation.
• Acknowledge the Other side’s Argument – Considered their views, even if you disagree.
• Reframe the Positive – Focus on solutions, use positive emotion words and mitigate negative ones.

SBI

Structured approach emphasizing Situation, Behavior and Impact to provide clear and actionable feedback.

• Situation – Describe the specific situation or context in which the observed behavior occurred. This sets the stage and provide clarity about the circumstances surrounding the feedback.
• Behavior – Describe the specific behavior or actions that were observed. Focus on describing what the individual did or said, avoiding interpretations or assumptions.
• Impact – Explain the impact or consequences of the behavior. Describe how the behavior affected others, the team, or the organization. Emphasize the outcomes both positive and negative, resulting from the behavior.

«We all need people who will give us feedback. That’s how we improve» – Bill Gates.