Starting with an example helps a person formulate and take into account the context better
Posted: Sun Jan 19, 2025 6:55 am
Sandwich concept This model offers constructive criticism sandwiched between positive comments. In this case, the principle of giving and receiving feedback is different. It is structured as follows: Start with the positive: highlight strengths, achievements, good qualities. Then point out areas for improvement, problems, constructive criticism. End again on a positive note, emphasizing potential and belief in the possibilities for growth. This "sandwich" helps a person or a company to better accept criticism and does not hurt self-esteem. Positive feedback at the beginning and end softens negative feedback. Again, this scheme often works within a company when interacting with employees.
But it can also be used for the target audience. feedback is SOR System This method structures feedback into three parts: Situation - description of a specific situation, context. Observation - observation, objective vietnam phone number list feedback without value judgments. Request — a request for improvement, a proposal for actions for development. SOR helps you focus on facts rather than generalities and provides clear recommendations for growth. EEC approach EEC divides feedback into three components: Example - a specific example of a situation or behavior. Emotion - emotions, feelings caused by this situation. Content is the essence of feedback, its main content.
Emotions convey the intensity of experiences, and the content reveals the essence of the problem. AID principle This approach focuses on the following aspects: Action - a specific action or behavior. Impact — influence, impact. Desire - the desired result and expectations. AID does not criticize the individual, but considers specific actions, their consequences and expectations. Like a number of other frameworks, AID is most often used within a company when interacting with staff. SBI Methodology The SBI (Situation-Behavior-Impact) method is close to AID, but without the desired result: Situation - description of the situation, context.
But it can also be used for the target audience. feedback is SOR System This method structures feedback into three parts: Situation - description of a specific situation, context. Observation - observation, objective vietnam phone number list feedback without value judgments. Request — a request for improvement, a proposal for actions for development. SOR helps you focus on facts rather than generalities and provides clear recommendations for growth. EEC approach EEC divides feedback into three components: Example - a specific example of a situation or behavior. Emotion - emotions, feelings caused by this situation. Content is the essence of feedback, its main content.
Emotions convey the intensity of experiences, and the content reveals the essence of the problem. AID principle This approach focuses on the following aspects: Action - a specific action or behavior. Impact — influence, impact. Desire - the desired result and expectations. AID does not criticize the individual, but considers specific actions, their consequences and expectations. Like a number of other frameworks, AID is most often used within a company when interacting with staff. SBI Methodology The SBI (Situation-Behavior-Impact) method is close to AID, but without the desired result: Situation - description of the situation, context.