The feedback method "Observation, Feeling, and Good Advice" is a structured approach to giving constructive feedback.
It helps create clear and useful communication by breaking down feedback into three main components:
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Observation (What I see):
- Describe specific, objective observations of behavior, performance, or situations. It is about being precise and avoiding general statements. Use concrete examples and avoid interpretations or judgments.
Example:
- "I noticed you didn't attend the last two meetings."
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Feeling (What I feel):
- Express your own feelings about the observation. This helps give feedback a personal dimension and makes it clear how the behavior affects you or others. It is important to be honest, but also to express feelings in a constructive way.
Example:
- "I feel frustrated when team members do not actively participate in meetings, as it makes it difficult to achieve our goals."
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The Good Advice (What I suggest):
- Make specific suggestions for improvement or change. This creates a positive direction for the recipient of feedback and helps translate observations and feelings into concrete actions.
Example:
- "My suggestion is that we all actively participate in the meetings by preparing and contributing to the discussions. This will help us achieve better results as a team."
This feedback method is known as the "Observation, Feeling, and Do" (OFD) method, and it is useful because it provides a structured framework that promotes open communication and understanding. By separating observations from feelings and including concrete suggestions for action, feedback can be more precise, personal and targeted towards creating positive change.