The best products are the ones that frequently ask for and iterate on user input.
The most effective organizations are the ones that encourage constructive criticism and instill a culture of transparency.
And the most brilliant individuals are the ones who consistently give and receive feedback.
It can be tough to share direct feedback to colleagues, friends, and even your manager, but over time, I’ve replied on one framework to provide direct, actionable feedback.
It’s simple. Here’s how it works:
The COIN Feedback Model
Context: the circumstances, events or issue being discussed
“I’d like to share some feedback on our meeting with the product team last week regarding new product launches. We were brainstorming ideas for new product features for the LATAM market.”
Observation: specific, fact-based statements on what happened
“I noticed you spoke over a team member who didn’t have time to finish his thought. This happened a few times as we were discussing product X.”
Impact: how the actions being discussed affect others
“It may not have been your intention, but when we interrupt others, we can discourage them to speak up again and harm the diversity of ideas within our team. Beyond that, it’s also disrespectful”
Next steps: a clear agreement on desired changes or improvements
“Moving forward, I’d appreciate if you were more mindful of the moments you chime into a conversation. Please wait for someone to finish their sentence or use the ‘raise hand’ button on Zoom to indicate when you’d like to speak. Thank you!”
Use this framework as a tool to be more intentional, straight-forward, and concise in how you share feedback with others.
Today's article is brief, I know. But, I wanted to share this powerful tool that’s enabled me to be a stronger communicator during difficult conversations. I hope it’s helpful for you too.
P.S — I share bite-sized thoughts, ramblings, and pieces of wisdom on my Twitter:
Love this, Andrew! I also preface the constructive feedback with “I’m about to give you some constructive feedback, and it might not be what you want to hear right now. Are you in a place where you can receive this feedback?”