The Ultimate Guide for Exceptional Leaders: How to Give Feedback
Empowering feedback drives engagement, growth, and performance.

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🧩 4 Feedback Models for Precision and Impact

1. SBI Model – Simple & Action-Oriented
Great for quick, behavior-focused feedback.

S – Situation: Context of behavior 
B – Behavior: Observable actions 
I – Impact: How it affected you or others

Example:
S: During yesterday's team meeting, 
B: You interrupted Lisa multiple times. 
I: It made her hesitant to share further ideas.

Formula:
Clarity Index = Specificity + Neutral Tone + Directness

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2. COIN Model – Connection-Focused
Good for building trust while addressing performance.

C – Connect: Build rapport 
O – Observe: State specific behavior 
I – Impact: Share how it affected outcome 
N – Next Steps: Co-decide what happens next

Example:
C: I appreciate our recent collaboration. 
O: I noticed you missed two client calls. 
I: It delayed our response by 2 days. 
N: Let's set a reminder system to avoid this.


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3. GROW Model – Coaching-Style Feedback
Helps with performance and career development.

G – Goal: Define the target 
R – Reality: Explore the current status 
O – Options: Brainstorm choices 
W – Way Forward: Decide next steps

Example:
G: Our goal is to hit 5% cost reduction. 
R: Right now, we're above baseline. 
O: We could automate the order sheets. 
W: Let's test that approach this week.

Use when feedback = future-focused & collaborative.

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4. CEDAR Model – For Deep or Complex Issues
Best for structured, longer conversations.

C – Context: Set the scene 
E – Examples: Name specific behavior 
D – Diagnosis: Your interpretation 
A – Action: What to improve 
R – Review: How and when to follow up

Example:
C: Let's discuss the last campaign delivery. 
E: You missed the content deadline by 3 days. 
D: I believe unclear briefs may be the cause. 
A: Use our standard template next time. 
R: I'll check in Thursday for progress.


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🎓 Harvard's Top 5 Tips for Effective Feedback

• 1. Lead with empathy – Recognize intent, not just outcome.
• 2. Prepare, prepare, prepare – Tailor the moment for relevance and readiness.
• 3. Be specific & impactful – Target behavior, not the person.
• 4. Encourage dialogue – Feedback is a two-way conversation.
• 5. Embrace a growth mindset – Frame mistakes as opportunities.

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👥 How to Give Feedback in Meetings

• ✅ Make it their meeting, not yours: Listen actively and be support-focused.
• ✅ Build rapport before diving in: Ask personal or professional check-in questions first.
• ✅ Choose a distraction-free space: Eliminate pings, noise, and interruptions.
• ✅ Listen with full presence: Turn off notifications, keep eye contact, paraphrase for clarity.
• ✅ Provide specific, actionable advice: Focus on next steps, not past blame.
• ✅ Uncover their needs: Ask: "What would help you most moving forward?"
• ✅ Sandwich criticism: Open with appreciation → give feedback → close with confidence in their ability to improve.
• ✅ Co-create meaningful goals: Include them in action planning for buy-in and engagement.

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📊 Feedback Quality Formula:
Feedback Impact = (Clarity × Empathy × Actionability) / Ego Resistance

Exceptional leaders give feedback that's heard, not just delivered. Make every moment of feedback a moment of growth. 🌱