Feedback, especially from leaders, can be ambiguous. The 'Do, Try, Consider' framework clarifies intent: 'Do' is a required change, 'Try' is a suggested exploration, and 'Consider' is a low-priority idea. This helps designers prioritize and act on feedback without misinterpreting suggestions as commands.
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To give difficult feedback, use the Situation-Behavior-Impact (SBI) model. Instead of making accusations, state the situation, the specific behavior, and crucially, the impact it had on you. This approach prevents triggering a defensive, fight-or-flight response in the recipient.
To evaluate ideas without getting bogged down, use a simple framework: What is the idea? Why is it important? Who will it impact? Explicitly avoiding the 'how' prevents premature criticism and focuses the discussion on strategic value.
A three-step structure for feedback: state a neutral observation ("What"), explain its impact ("So What"), and suggest a collaborative next step ("Now What"). This focuses on the work, not the person, making the feedback more likely to be received well and acted upon.
Leaders can reduce team anxiety and prevent misinterpretation by explicitly categorizing input. 'Do' is a direct order (used rarely), 'Try' is an experiment, and 'Consider' is a low-stakes suggestion (used 80-85% of the time). This ensures a leader's random thoughts aren't treated as gospel.
Most managers fail at feedback by avoiding conflict. A better framework combines three elements: toughness (directly confronting the problem), kindness (offering support to improve), and clarity (defining specific actions and the potential positive outcome).
To give corrective feedback effectively to sensitive Gen Z employees, leaders must first connect before they correct. The ALEG method provides a four-step process: Ask questions to understand their perspective, Listen intently so they feel heard, Empathize with their situation so they feel understood, and only then Guide them. This approach earns the right to lead through relationship, not authority.
Raw customer feedback is noise. To make it actionable for Product, organize it along two dimensions: impact and frequency. This simple framework separates signal from noise, distinguishing high-priority, high-impact issues from niche requests and creating a clear basis for roadmap decisions.
When giving feedback, structure it in three parts. "What" is the specific observation. "So what" explains its impact on you or the situation. "Now what" provides a clear, forward-looking suggestion for change. This framework ensures feedback is understood and actionable.
Instead of offering unsolicited advice, first ask for permission. Frame the feedback around a shared goal (e.g., "I know you want to be the best leader possible") and then ask, "I spotted something that's getting in the way. Could I tell you about it?" This approach makes the recipient far more willing to listen and act.
When given unclear feedback like 'be more strategic,' don't ask for a definition. Instead, ask for concrete examples: 'What would it have looked like for me to be strategic?' or 'What would you have done differently?' This forces managers to provide actionable guidance instead of abstract criticism.
