Sean Glaze walks through how leaders can deliver tough feedback without making it awkward. He pushes regular one-on-ones, frames feedback as growth, and uses Anna Carroll's COIN model: Connection, Observation, Impact, Next steps. It makes feedback specific and actionable.
So how do you have more effective feedback conversation with your team members? Well, it starts with understanding that one of the most important parts of your job is helping people grow by equipping them with insights so they can have better interactions and be a better team member. And so you need to have regular one-on-ones that are helping to check in with and serve and support those team members. But sometimes something happens and you need to provide effective and yet sometimes uncomfortable feedback. And feedback is a lot like milk. Yes, it can make us stronger, but some people don't always digest it well. So in order to make your feedback conversation more productive and palatable, I would encourage you to use the model shared by Anna Carroll in her book, The Feedback Imperative. And Anna Carroll shares something she calls the COIN model. The COIN model of feedback is very simply connection and context, observation, impact, and next steps. Connect with the person, make sure you share the context of what was going on. Observe specifically what was the behavior that you want to address. The impact is where you share how that affected others on your team or as clients. And then finally, where you then ask the team member what are their ideas for next steps so that they can have better interactions or behave in a more productive way moving forward. I'm Sean Glaze. That's what effective leaders do.
