The art of feedback: comparing 5 feedback methods

by Johann Molinari

Sharing feedback is essential, but the way feedback is formulated can have a significant impact on how it is received, understood, and accepted. Whether it is to address an operational issue such as meeting deadlines or to develop interpersonal skills such as team communication, there are several proven methods for giving constructive feedback.

In this article, we explore and compare different feedback methods, including SBI (Situation-Behavior-Impact), DESC (Describe-Express-Specify-Consequences), STAR (Situation-Task-Action-Result), COIN (Context-Observation-Impact-Next steps), and AID (Action-Impact-Development).

Scenario 1: John missed a deadline for a project, which disrupted the team's workflow.

SBI Method (Situation-Behavior-Impact)

  • Situation: "John, during our team meeting on Monday, we discussed the status of the project."
  • Behavior: "I noticed that you missed the deadline for the deliverable."
  • Impact: "As a result, the team had to delay the next phase of the project, and it caused some stress among team members who had to adjust their schedules."

DESC Method (Describe-Express-Specify-Consequences)

  • Describe: "John, I want to talk about the deadline that was missed for the project."
  • Express: "I feel concerned because the delay affected our team's schedule and workload."
  • Specify: "In the future, you could inform us in advance if you're facing challenges meeting a deadline so we can adjust accordingly."
  • Consequences: "This way, we can ensure the project stays on track and reduce any unnecessary stress on the team."

STAR Method (Situation-Task-Action-Result)

  • Situation: "John, we were working on the project deliverable due last Friday."
  • Task: "Your task was to complete and submit the final report."
  • Action: "You didn't submit the report by the deadline."
  • Result: "This caused a delay in our project timeline and impacted the team's ability to proceed with the next steps."

COIN Method (Context-Observation-Impact-Next steps)

  • Context: "John, last week we had a project deadline on Friday."
  • Observation: "I saw that you missed the deadline."
  • Impact: "This caused a delay in the project and required other team members to adjust their schedules."
  • Next steps: "Going forward, please communicate any potential delays ahead of time so we can plan accordingly."

AID Method (Action-Impact-Development)

  • Action: "John, you missed the deadline for the project deliverable."
  • Impact: "This caused a delay and created additional stress for the team as they had to adjust their timelines."
  • Development: "To improve, please ensure to communicate any issues in advance so we can manage the project's progress more effectively."

Each method emphasizes different aspects of the feedback process, but all aim to address the issue constructively and provide a clear path for improvement. These different frameworks help you clearly identify and express reasons behind performance issues and to focus on the message and the path to improvement.

These models are a guideline for assertive communication. When we communicate assertively, with openness and honesty, we are better able to:

  • Give clear and objective feedback
  • Express our feelings without aggression or self-defense
  • Work with others to resolve issues.

Scenario 2: John does not let other team members express themselves during team meetings.

SBI Method (Situation-Behavior-Impact)

  • Situation: "John, during our team meeting yesterday when we were discussing the new project strategy."
  • Behavior: "I noticed that you were frequently interrupting and not allowing others to share their thoughts."
  • Impact: "As a result, some team members felt discouraged from contributing, which can limit the diversity of ideas and hinder our team’s collaboration."

DESC Method (Describe-Express-Specify-Consequences)

  • Describe: "John, I want to address how you were interrupting others during yesterday’s team meeting."
  • Express: "I feel concerned because it prevents other team members from sharing their valuable input."
  • Specify: "In future meetings, please allow others to finish speaking before you respond and encourage them to share their ideas."
  • Consequences: "This will help ensure that all team members feel heard and can contribute to our discussions, leading to more effective and inclusive meetings."

STAR Method (Situation-Task-Action-Result)

  • Situation: "John, during our team meeting yesterday."
  • Task: "The goal was to have an open discussion about our new project strategy."
  • Action: "You frequently interrupted other team members and dominated the conversation."
  • Result: "This resulted in some team members feeling unable to share their ideas, which could limit our creativity and problem-solving abilities."

COIN Method (Context-Observation-Impact-Next steps)

  • Context: "John, in yesterday’s team meeting."
  • Observation: "I observed that you interrupted others several times and dominated the conversation."
  • Impact: "This made it difficult for other team members to contribute, which can negatively affect our team dynamics and the quality of our discussions."
  • Next steps: "In future meetings, please be mindful to let others speak without interruption and encourage them to share their perspectives."

AID Method (Action-Impact-Development)

  • Action: "John, you were interrupting other team members during yesterday’s meeting."
  • Impact: "This prevented them from expressing their ideas, which can hinder our team’s collaboration and innovation."
  • Development: "To improve, practice active listening by allowing others to finish speaking before you respond, and encourage everyone to contribute their thoughts."

Each method provides clear, constructive feedback while suggesting ways John can improve his behavior to foster a more inclusive and collaborative team environment. Feedback frameworks are as efficient for giving feedback on hard skills as on soft skills.

These models are thought for assertive communication but feel free to discuss possible next steps or solutions freely with the person you are sharing the feedback to once you feel you master these frameworks. This way, not only will you be able to express yourself objectively, clearly and precisely when sharing feedback but you will also coach your team members and stimulate growth and bottom-up innovation.