INFORM Feedback Intention Technique Example of Behavior Inform Inform person ahead of time. Let’s make an appointment to review and orient: prepare your performance. Select appropriate time/location. person for session What are your goals for this year? Provide relaxed respectful atmosphere. Remember the stated expectations for this procedure/process? Explain/negotiate agenda. Navigate Ask what was done well and How do you think this goal is going? towards what could be improved. What was done well? understanding: ask person Ask how person felt. for self-assessment What be improved? Use open-ended questions. Formulate Offer your response to When you did/said… I was (pleased, a response: … observations of specific relieved, excited, concerned, upset, decide what needs to behaviors, approach or style. etc..), because… improve and how much Give your reasons in the context Also put in the context of the impact feedback is appropriate; give of well-defined shared that it had or has on others. reinforcing and corrective feedback Offer Invite person’s suggestions What could you do differently? plan for improvement: Give your suggestions This is my suggestion… develop specific strategies Provide resources (books, Where will you get help? classes, other experienced staff) Let’s reframe the problem. Teach (discuss, demonstrate, Let’s talk about this. coach) What can I do to assist you? Offer support Request Apply planned improvements to What will you do next time? application: current or future dilemmas Show me! strategies to real situations Motivate Person reviews his/her behaviors What do you do well? to action: confirm needing change What changes will you make? person understands and Specify consequences agrees with what has been By when? discussed What if you don’t?
INFORM Feedback Intention Technique Example of Behavior Inform and orient: prepare person for session Inform person ahead of time. Select appropriate time/location. Provide relaxed respectful atmosphere. Explain/negotiate agenda. Let’s make an appointment to review your performance. What are your goals for this year? Remember the stated expectations for this procedure/process? Navigate towards understanding: ask person for self-assessment Ask what was done well and what could be improved. Ask how person felt. Use open-ended questions. How do you think this goal is going? What was done well? What be improved? Formulate a response: decide what needs to improve and how much feedback is appropriate; give reinforcing and corrective feedback Offer your response to observations of specific behaviors, approach or style. Give your reasons in the context of well-defined shared When you did/said… I was … (pleased, relieved, excited, concerned, upset, etc..), because… Also put in the context of the impact that it had or has on others. Offer plan for improvement: develop specific strategies Invite person’s suggestions Give your suggestions Provide resources (books, classes, other experienced staff) Teach (discuss, demonstrate, coach) Offer support What could you do differently? This is my suggestion… Where will you get help? Let’s reframe the problem. Let’s talk about this. What can I do to assist you? Request application: strategies to real situations Apply planned improvements to current or future dilemmas What will you do next time? Show me! Motivate to action: confirm person understands and agrees with what has been discussed Person reviews his/her behaviors needing change Specify consequences What do you do well? What changes will you make? By when? What if you don’t?
CareyP3Toolkit.docx