A 4-step guide to give feedback that works for midsize business owners to build leaders that lead others towards the behaviors you desire

HBR is a magazine full of insights on how to grow business through people. This article inspired me with a simple feedback structure. Then, my coach helped me clarify the model.

From the moment I started to use it with associates, the organization began to behave in the desired way from one day to another.

When I started running the company, I have acted like this: I told people what was wrong and what they must do. But people didn’t understand. They can’t!

I had to make sure people could understand why. Here is the model that helped me the most:

#1 — Ask permission

“Hey, Matteo, I have some feedback to share according the project, what do you say?”

#2 — Describe the specific behavior you saw (“You are late” is wrong)

“Looking at the planner, I saw 3 activities assigned to you that are overdue”

#3 — Describe the impact you see on the outcome in a dubious way

“This may cause the following activities to be late as well and people having to reschedule in a ripple effect. Am I right?”

#4 — Ask for possible solutions, find agreement

“What obstacles can we eliminate to facilitate on-time job?”

#4 alternative — Describe an alternative behavior and the impact generated

“When you notice that your activities may be late, you can inform in advance me or your client, so that we can manage a solution to accelerate the completion”

Bonus: teach your associate to use the same structure.

People will recognize it and appreciate the feedback better.

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