Give better feedback using the BEST model
We all know that constructive feedback allows ongoing performance improvement and better cooperation. It prevents performance from going off track or becoming misaligned and wasting valuable time, energy, or resources. Appreciative feedback and recognition build someone's sense of being valued and frequent and effective feedback increases productivity and team harmony.
But why is it so hard?
You might recognize yourself as not wanting to hurt someone or think the receiver can’t handle your feedback. Other reasons are that you might believe feedback to be negative and unhelpful or worry that the receiver will not like you after you anymore.
Whatever the reason is, the BEST model is an easy model that will help you to deliver constructive feedback improving collaboration and supporting performance. The BEST model comes from the well-known Situation-Behavior-Impact (SBI) model which is designed to minimize the fight-or-flight response and provide clear, actionable feedback.
The BEST Model
This model was developed by/comes from/is used by…
It is a simple yet powerful framework and it consists of four key elements easy to remember:
Behaviour: Describe the specific behaviour you observed.
Effect: Explain the impact of that behaviour on yourself or others.
Suggestion: Offer constructive suggestions for improvement.
Thanks: Express appreciation for the person's efforts or willingness to receive feedback.
Let’s make it concrete with an everyday example how to use the BEST model:
- Start by identifying the specific behaviour you want to address. Be objective and descriptive (Behaviour).
Example: "During our team meeting, you interrupted others while they were speaking."
- Describe the impact of the behaviour on yourself or others. Focus on observable effects rather than assumptions (Effect).
Example: "This made it difficult for others to share their ideas and disrupted the flow of the discussion."
- Offer constructive suggestions for improvement. Be specific and provide actionable steps (Suggestion).
Example: "In the future, let's practise active listening and wait for others to finish speaking before contributing."
- Conclude with a word of appreciation or gratitude for the person's willingness to receive feedback (Thanks).
Example: "Thank you for being open to receiving feedback or listening to me. I appreciate your willingness to improve our communication."
A final tip!
Do not give feedback when you are stressed or have limited time. You want to use the BEST model in your feedback conversations to promote growth, foster collaboration, and enhance well-being within your team, that means you need to be calm and have the time to close the conversation well.
Remember to be empathetic, respectful, and supportive throughout the process and do consider the timing as well as the location of when you give feedback to have maximum effect.
Practice makes perfect so go ahead and give GREAT feedback both positive and negative with the BEST model!
