𝗦𝗰𝗲𝗻𝗮𝗿𝗶𝗼: 𝗧𝗵𝗲 𝗧𝗲𝗮𝗿𝗳𝘂𝗹 𝗢𝗻𝗲-𝗼𝗻-𝗢𝗻𝗲

Let’s say — Arjun, a first-time manager, has to give performance feedback to one of his team members, Meenal.

- She’s underperforming.
- Missed targets. Delayed deliverables.
- And he’s been avoiding the conversation for weeks.

Finally, in a one-on-one, he reads from a list:
• “You’re not meeting expectations.”
• “Clients are escalating.”
• “You need to improve.”

Meenal nods silently.
Then tears up.

The meeting ends in discomfort — and no real change.

𝗧𝗵𝗲 𝗿𝗲𝗮𝗹 𝗴𝗮𝗽?
Arjun delivered feedback to Meenal — not with her.
It felt like judgment, not growth.


𝗪𝗵𝗮𝘁 𝗬𝗼𝘂 𝗖𝗮𝗻 𝗗𝗼 𝗮𝘀 𝗮 𝗧𝗿𝗮𝗶𝗻𝗲𝗿 𝗼𝗿 𝗖𝗼𝗮𝗰𝗵:
Train Arjun on the SBI + GROW Feedback Method
A blend of structure and empathy.

1. SBI Model (Situation–Behavior–Impact):
– “In last week’s client review (S)... you interrupted the client mid-way (... which made them feel unheard (I).”

2. GROW Model (Goal–Reality–Options–Will):
– “What would good client interactions look like for you?”
– “What’s blocking you right now?”
– “What options do you think you have to improve?”
– “What’s one thing you’ll commit to by next week?”


𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗜𝗻 𝗔𝗰𝘁𝗶𝗼𝗻:
• Arjun begins his next conversation by listening first.
• He creates a space of safety — not scrutiny.
• He co-creates an action plan with Meenal — not for her.

𝗧𝗵𝗲 𝗥𝗲𝘀𝘂𝗹𝘁?

• Meenal leaves feeling supported, not shamed
• Arjun feels confident, not conflicted
• Progress replaces defensiveness

𝗧𝗮𝗸𝗲𝗮𝘄𝗮𝘆:
Feedback doesn’t have to feel like a verdict.

Train your managers to lead performance conversations that unlock potential — not just point out problems.

Because when people feel guided, not graded — they grow.

_______

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For any questions, feel free to connect.

Regards,
ICARIANS | Icarians.net
.

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