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Feedback Models

Smiling young man

Feedback is a very powerful tool for having effective communication within a team. This blog post is about various models that can improve this leadership skill.

By reviewing the STAR, Johari Window and Grow Model, you will see different ways of exchanging feedback. Feedback styles are not limited by these models. But they give an idea of how you can structure your conversations. Either you are receiving or giving your feedback.


The STAR (Situation, Task, Action, Result) model is also very popular as a tool for setting goals. You can also use it as a structure to help you prepare for an open, constructive, and clear dialogue.

  • The first part of the STAR method is describing the situation or context in which the feedback was observed. It provides all the relevant background information.

  • The second part is to define the task or expectation that was set for the individual. This ensures that both parties are aligned on what was expected.

  • The action step involves describing the specific actions taken by the individual being provided feedback. This allows for a detailed analysis of their performance.

  • Finally, the result step focuses on the outcome or impact of the individual's actions. This helps to highlight achievements and areas for improvement.

The benefits of the STAR method include improved clarity, focus, and specificity in feedback conversations. By following a structured approach, feedback providers can ensure that their feedback is well-organized, objective, and actionable.

To effectively use this model, it is critical to be specific and provide examples that support the feedback given. This helps to make the feedback more tangible and meaningful to the individual receiving it. It is crucial to maintain a constructive and positive tone throughout the feedback conversation.

Real-life examples of the STAR in action can be seen in various professional settings. For example, a manager may use this model to provide feedback to an employee on their performance in a recent project. The manager can provide open feedback that helps the employee understand how they do at work, and feel valued or develop their skills further.

The Johari Window

This method is about self-awareness, which is the core leadership skill. If you don’t know yourself well, it’s very difficult to interact sometimes.

Knowing our personality helps to stay focused and assertive whatever feedback we receive. And for an individual giving feedback, it’s an anchor to be constructive and stay away from their bias.

Johari Window Image
The Johari window has 4 parts which form various elements of an individual’s self: open area, hidden area, blind spot and the unknown.

By reflecting on each quadrant, we can start thinking about something, we have never thought about before. It can be a great start to building trust too, not only managing effective work relationships.

This model is not for every situation. We should use it carefully, as it can bring deeper conversations around our personality. Make sure your companion fully supports it and is ready to use it.

Grow Method

Grow consists of Goals, Reality, Options, and Will. This model would be useful not only for organisations, but for our personal development setting goals we want to achieve, or for coaching purposes. As it originally came from the sports.

  • You start with describing the goals, and expectations to be sure everyone has the same view of the direction.

  • Then we move to the reality and what’s happening now.

  • By discussing the options used and not implemented yet, you can exchange opinions on future actions.

  • And the will is about staying accountable for the results. What can we do to make it happen? What will we commit to? And by when?

Using the structure makes every work-related conversation professional and time-efficient. Team leaders can utilise this scheme during their team brainstorming sessions too.

Whether positive or negative, feedback helps us grow, learn, and make necessary adjustments to excel in various aspects of our lives. Make sure that you identify criticism, and not accept it when it’s harmful or derogatory. Development feedback is always constructive.


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