Giving & Receiving Feedback Your Name

Objectives At the end of this session you will be able to: State the importance of giving and receiving of feedback Identify how to give positive feedback Explain how to give constructive feedback Recognise various models you can use when giving or receiving feedback

DESC Model Describe the behaviour Explain the effect DESC (Describe, Explain, Specify, Consequences) This acronym can be useful when your aim is to change an individual’s attitudes or behaviour. Describe the behaviour Explain the effect Specify what you think the person could have done better Outline the Consequences

STAR Model STAR (Situation, Task, Action, Result) A model for giving feedback on an individual’s behaviour. Explain the Situation or Task Explain the Action Explain the Result

Grow Model G R O W Subject: Who? Agree goals and agenda for the meeting Update on individuals performance Both R Personal concerns or issues – workload & priorities, problems, morale, domestic issues if relevant O What is going well? What is not going well? Discuss progress against role/objectives – identify any issues and corrective action required, progress versus any milestones Review Behaviours Ask the Individual first then Line Manager to feed back W What can I, as the line manager, do differently to support you? Line Manager Review of actions agreed

Objectives At the end of this session you will be able to: State the importance of giving and receiving of feedback Identify how to give positive feedback Explain how to give constructive feedback Recognise various models you can use when giving or receiving feedback 6