Management & leadership
Give constructive feedback
Frontline management Sophie MARTIN Feedback framework
Practical exampleYOUR SITUATION
A disrupted meeting. A team that starts holding back.
You manage a team of six. In the last two meetings, Sophie MARTIN interrupted several colleagues before they could finish presenting their ideas. Yesterday, two team members chose not to present theirs at all. You meet with Sophie one-on-one. A recognized expert, she believes she is mainly helping the team save time.
YOUR COUNTERPART
Sophie MARTIN
Senior Account Manager
8 years of experience- Mindset
- Committed, direct, defensive
- Primary expectation
- Understand what she is being criticized for
YOUR MISSION
Give specific feedback without attacking the person, listen to her perspective, and agree on an observable behavior for the next meeting.
Your room to maneuver
You have observed facts, but you do not yet know Sophie’s intentions. The discussion focuses on speaking behavior in meetings. You can agree on a follow-up after the next meeting.
YOUR FRAMEWORK FOR THE CONVERSATION AND REVIEW
A four-step feedback framework
A framework for turning observed facts into a concrete commitment.
Describe the facts
Refer to a specific situation without judging the person.
Explain the impact
Describe the impact on discussion and participation.
Listen to their perspective
Ask questions, let them respond, and restate what you heard.
Agree on a commitment
Define the expected behavior and a follow-up point.
Difficulty Intermediate
Fictional practice example · Preparation sheet