Hello, let's talk about giving feedback provide a clear part of the model. Let's use an example. Let's say that the team member is late providing a PowerPoint for an important presentation to a customer, you have to provide that team member with feedback. The first step you have to consider is constructive in the model. That means you have to prepare the case, maybe make some notes about the whole conversation you want to have with the receiver. And also take into account the position of the receiver and pick a time and place where everything is in order to give the feedback.

For example, not in front of the whole team. The second part of clear is language. This is important that you can avoid sweeping statements like you're always late or you're in Never on time. In fact, your language has to be factual and concise and has to have a relation to the situation at hand. The third part of clear is evaluate. Now it's time to start listening, you have said what you want to say.

And maybe you have a role to play in the situation which occurred, maybe you provided an image too late for the PowerPoint to be ready on time. Once you've done that, also describe the effect of the not desired behavior by the receiver on the whole situation. For instance, because the PowerPoint was late, we could not make the presentation for the customer. The fourth step in the model is action. Once you've said what you want to say, agree on a plan and this plan has to comprise of smart goals. in this situation you could agree upon a week in advance have a meeting to see if the presentation is ready for the customer.

The fifth step in the modal is relation. Once the conversation is over, talk about something we is not related to the situation at hand like the news or something which happened on the football field. And in the end, if you're really comfortable, maybe you can ask for feedback about your feedback to close the loop.