3 frameworks for receiving feedback

Receiving feedback can be challenging for many reasons. It's often uncomfortable to hear criticism, even when it's constructive. Plus, feedback can feel personal — especially when it touches areas where we may feel insecure. Additionally, understanding and acting on feedback requires a willingness to reflect and change, which can be daunting.

Despite these difficulties, learning to receive feedback well is incredibly beneficial. Feedback drives continuous improvement, enhances performance and fosters stronger relationships. By effectively processing and acting on feedback, individuals can achieve personal and professional growth, ultimately leading to greater success and satisfaction.

To help navigate the complexities of receiving feedback, here are several frameworks designed to make the process more constructive and beneficial:

The 5 As Framework

The 5 As Framework for receiving feedback is a practical, structured approach to help individuals seek, process and act on feedback. This framework enhances the feedback process, helping feedback be received constructively and used for growth.

Principles of the 5 As Framework:

Ask: Proactively seek feedback from colleagues, supervisors and team members.

• How to do it: Use open-ended questions to solicit specific feedback.
• Example: “Can you provide feedback on my recent project presentation?”

Acknowledge: Show that you have heard and understood the feedback. This involves active listening and confirming receipt.

• How to do it: Paraphrase the feedback to confirm understanding and show that you value the input.
• Example: “I understand that you think my presentation lacked detailed analysis. Is that correct?”

Appreciate: Express gratitude for the feedback, regardless of its nature.

• How to do it: Thank the person genuinely for their feedback.
• Example: “Thank you for taking the time to provide me with this feedback. I appreciate your insights.”

Assess: Reflect on the feedback and evaluate its validity and relevance.

• How to do it: Take time to think about the feedback, possibly discussing it with a mentor or trusted colleague.
• Example: “I’ll take some time to consider this feedback and how it aligns with my project goals.”

Act: Implement changes based on the feedback. Create an action plan to address the feedback and make improvements.

• How to do it: Develop a specific, measurable, achievable, relevant and time-bound (SMART) action plan.
• Example: “Based on your feedback, I will incorporate more detailed analysis in my next presentation and seek examples of strong presentations for guidance.”

Applying the 5 As Framework:

• Initiate: Regularly ask for feedback in different contexts, such as after meetings, presentations or project completions.
• Listen: During feedback sessions, focus on listening without interrupting. Take notes if necessary.
• Reflect: Take time to process the feedback. Consider its implications and how it can help you improve.
• Plan: Develop a clear strategy to implement the feedback. Set realistic goals and timelines.
• Review: Follow up on your progress and seek additional feedback to ensure continuous improvement.

Example of the 5 As Framework in action:

Scenario: An employee receives feedback about their communication style being too abrupt in emails.

• Ask: “Could you give me specific examples of when my emails seemed abrupt?”
• Acknowledge: “I understand that my emails came across as abrupt in those instances. I can see how that might have been off-putting.”
• Appreciate: “Thank you for pointing this out to me. I value your perspective.”
• Assess: Reflect on the feedback and consider how to adjust the tone in future communications.
• Act: Create a plan to review and edit emails before sending them, aiming for a more courteous and considerate tone. Set a goal to get feedback on email communication improvement after a month.

The Feedforward Framework

Marshall Goldsmith's Feedforward framework is a forward-looking approach to giving and receiving feedback. Unlike traditional feedback, which focuses on past performance, feedforward emphasizes actionable suggestions for future improvement. This upbeat, proactive method of giving feedback encourages growth by concentrating on what can be changed rather than what has already occurred.

Principles of the Feedforward Framework:

• Future-oriented: Focus on future actions and behaviors rather than past mistakes.
• Positive + constructive: Ask for suggestions that are helpful and encouraging, not critical.
• Actionable: Request specific advice that can be acted upon immediately.

Applying the Feedforward Framework:

Identify areas for improvement: Determine where you want to see improvement.

• Example: “I want to improve my presentation skills. Can you give me some suggestions for my next presentation?”

Seek specific suggestions: Instead of focusing on what went wrong in the past, ask for concrete ideas on how to do better in the future.

• Example: “What are two or three things I can do differently in my next presentation to engage the audience more effectively?”

Provide constructive suggestions: When giving feedforward, focus on providing helpful and positive suggestions.

• Example: “For your next presentation, try using more visuals to illustrate your points and practice your delivery to improve your confidence.”

Be receptive + open: When receiving feedforward, listen openly without becoming defensive. Consider the suggestions thoughtfully.

• Example: “Thank you for the advice. I will incorporate more visuals and rehearse more thoroughly for my next presentation.”

Implement + follow up: Act on the suggestions and seek follow-up feedforward to continue improving.

• Example: After your next presentation, ask for additional feedforward on how well you implemented the suggestions and what else you can do to improve.

Example of the Feedforward Framework in action:

Scenario: An employee wants to improve their time management skills.

• Identify: “I’d like to manage my time more effectively. Do you have any suggestions?”‍
• Seek suggestions: “What strategies can I use to better prioritize my tasks and meet deadlines?”‍
• Provide suggestions: “Try using a time-blocking method to schedule your day, and start with the most important tasks first.”‍
• Be receptive: “Thanks for these suggestions. I’ll start time-blocking and prioritize my tasks starting tomorrow.”‍
• Implement + follow up: After a week, seek additional feedforward: “I’ve been using time-blocking and prioritizing my tasks. Do you have any further suggestions on how I can refine my approach?”

The 3 Triggers Framework

The 3 Triggers framework from "Thanks for the Feedback: The Science and Art of Receiving Feedback Well" by Douglas Stone and Sheila Heen helps individuals understand why specific feedback is hard to accept. Triggers can cause defensive reactions and hinder the ability to receive feedback constructively. Understanding these triggers can help manage reactions and make the feedback process more productive.

Truth trigger: This trigger is activated when feedback seems untrue, unfair or unfounded.

• Response: Evaluate the feedback objectively. Ask yourself if there is any truth in the feedback, even if it is only partial. Seek specifics to clarify the feedback and make it actionable.
• How to do it: Use the "What’s useful here?" question to find valuable insights, even in feedback that seems initially off-base.

Relationship trigger: This trigger is activated when the person giving the feedback affects how the feedback is received. It could be due to history, power dynamics or perceived intentions.

• Response: Separate the feedback from the person delivering it. Focus on the content of the feedback rather than the relationship dynamics.
• How to do it: Shift the focus from relationship issues to feedback. This involves mentally setting aside personal feelings about the feedback giver and concentrating solely on the actionable points of the feedback itself.

Identity trigger: This trigger is activated when feedback challenges your self-image or self-esteem.

• Response: Understand your emotional reactions and step back to gain perspective. Recognize that feedback is about behaviors and actions, not your core identity.
• How to do it: Practice self-compassion and remind yourself that feedback is an opportunity for growth, not a judgment of your worth.

Applying the 3 Triggers Framework:

1. Identify the trigger: When you receive feedback that feels difficult to accept, pause and identify which trigger is being activated. Is it about the truth of the feedback, the relationship with the feedback giver or your identity?
2. Ask clarifying questions: Engage in a dialogue to understand the feedback better. Questions like "Can you provide an example?" or "Can you clarify what you mean by that?" can help.
3. Reflect + separate: Reflect on the feedback by separating it into actionable points. Distinguish between the feedback itself and your reactions to it.
4. Plan + act: Develop a plan to address the feedback. Set specific, measurable goals to make improvements based on the feedback.

Here’s an example of the 3 Triggers Framework in action:

Scenario: An employee receives feedback that their presentations lack clarity and impact.

Truth trigger:

• Identify: “I’m finding it hard to accept that my presentations lack clarity. Can you give me specific examples?”
• Seek clarification: “Can you point out which parts of my last presentation were unclear?”
• Reflect + assess: “I see now that my data slides were too complex. I’ll work on simplifying them.”

Relationship trigger:

• Identify: “I’m struggling with this feedback because it’s coming from someone I don’t usually work closely with.”
• Separate feedback from the person: “Even though I don’t know them well, I’ll focus on the content of their feedback.”
• Ask clarifying questions: “What specific changes can I make to improve the clarity of my presentations?”

Identity trigger:

• Identify: “This feedback challenges my self-image as a good presenter.”
• Reflect on emotional reaction: “I need to remember that this feedback is about improving my presentations, not questioning my abilities.”
• Plan + act: “I’ll incorporate the suggestions for clearer slides and seek further feedback after my next presentation.”

Using frameworks to receive feedback well offers significant benefits. These structured approaches help individuals process and act on feedback constructively, turning potentially uncomfortable situations into opportunities for growth. By applying these methods, employees can enhance their performance, build stronger relationships and foster a culture of continuous improvement and open communication. Ultimately, mastering the art of receiving feedback is a key driver for personal and professional development.

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