Give Constructive Feedback That Inspires Growth

Learn research-backed techniques to deliver growth-focused feedback as a mentor. Master SBI/BOOST models, timeliness, and dialogue strategies. Learn more.

Keypoints

Focus feedback on observable behaviors and outcomes rather than personal traits for actionable improvement.
Apply structured models like SBI or BOOST to ensure feedback is specific, balanced, and solution-oriented.
Deliver feedback promptly and encourage mentee dialogue through open-ended questions for sustainable growth.

Frequently Asked Questions

How can I avoid making feedback feel personal?

Focus exclusively on observable actions and outcomes (e.g., 'Your report missed key data points') rather than personal attributes.

Why should mentors avoid the feedback sandwich approach?

Mixing praise with criticism dilutes both messages; instead, deliver clear feedback and express support separately.

When is the ideal time to give feedback to mentees?

Provide feedback as soon as possible after observing the behavior to maintain relevance and actionability.

How do I turn feedback sessions into productive dialogues?

Use open-ended questions like 'What challenges did you face?' and the CAS model (Criticize-Ask-Suggest) to encourage reflection.

What models help structure growth-focused feedback?

Use SBI (Situation-Behavior-Impact) or BOOST (Balanced, Objective, Observable, Specific, Timely) frameworks for clear, actionable delivery.

Do prepare specific examples of observed behaviors and their impact before giving feedback.

Do deliver feedback as close to the event as possible to ensure it is relevant and actionable.

Do conclude feedback sessions by jointly developing a plan with clear, achievable steps for improvement.

DON'T DO

Don't begin feedback without first inviting the mentee to share their perspective on the situation.

Don't forget to explicitly state your supportive intent and desire to see the mentee succeed.

Don't provide feedback on personality traits; focus solely on actions and outcomes.

Delivering Growth-Focused Feedback as a Mentor

As a mentor, your ability to provide feedback that encourages development is fundamental to your mentee’s progress. Research shows that effective feedback motivates positive change when it’s specific, timely, and centered on observable behaviors rather than personal traits.

Core Principles for Effective Feedback

Focus on observable behaviors: Address actions and outcomes, not personality. Example: “Your presentation had clear data visualizations” rather than “You’re a good presenter.”
Use structured models: The Situation-Behavior-Impact (SBI) model helps organize feedback clearly: describe the situation, the specific behavior, and its impact.
Provide timely input: Offer feedback soon after observing the behavior to maintain relevance and actionability.
Encourage two-way dialogue: Ask open-ended questions to promote reflection and joint problem-solving.
Express genuine support: Clearly communicate that your goal is your mentee’s growth and development.

Feedback Models to Apply

The BOOST Model

This approach ensures feedback is:

Balanced: Include both strengths and areas for improvement
Objective: Base feedback on observable facts
Observable: Focus on specific behaviors
Specific: Provide clear examples
Timely: Deliver while the situation is fresh

“During yesterday’s client meeting (Situation), you maintained excellent eye contact and asked clarifying questions (Behavior), which helped build rapport and ensured we addressed all their concerns (Impact).”

The CAS Approach

Criticize the behavior (not the person)
Ask for their perspective
Suggest specific improvements

Common Feedback Mistakes to Avoid

Using the “feedback sandwich” (praise-criticism-praise) which can dilute both messages
Delivering feedback too long after the observed behavior
Focusing on personality traits rather than specific actions
Providing vague comments without concrete examples
Neglecting to suggest actionable next steps

Practical Feedback Scenario

Imagine your mentee submitted a project report with several data errors:

Less effective: “Your report wasn’t very good. You need to be more careful.”

More effective: “I reviewed the quarterly report you submitted yesterday (Situation). I noticed three instances where the sales figures didn’t match our system records (Behavior). This could lead to incorrect decisions if not corrected (Impact). What challenges did you face when compiling this data? (Ask) For next time, I suggest cross-referencing with the accounting system before finalizing (Suggest).”