Do you struggle with feedback conversations? Most people do, so why not try the IDEA feedback model?

The I stands for Intent. Share your intention and be transparent about why you want to have the conversation. Remember to ensure that your intent is truly honourable. Also, think about your mindset. Are you going to be fully present? Have you thought about whether this is the right time to give the feedback?

The D stands for Describe. Describe the behaviour that you are giving feedback on. You must focus on observable behaviours rather than the recipient's personality traits, their identity, or judging their values. It's important to provide evidence rather than assumptions and give specifics rather than generalities.

The E stands for Explore. Being curious often gets missed. Explore the circumstances that might have caused the behaviour in the 1st place. Our impressions of a situation can sometimes be misinterpreted.

The A stands for Action. We must remember that as leaders, the extent to which someone acts on the feedback is dependent on whether they choose to do so. This all depends on whether they have heard and connected meaningfully with what you are saying. Is there further support that you can provide to put this action into motion?

Using the IDEA model as a tool helps structure your thinking and prepares you for your next coaching or feedback conversation.

The IDEA Feedback Model

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TRAINING CONTENT

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