Feedback is an art form I will forever be trying to figure out. One recent lesson learned that sticks out is a very subtle difference in approach when expectations aren’t being met. There’s one question I’ve challenged myself to keep coming back to. When expectations weren’t met, am I providing feedback by telling them what not to do or am I’m giving feedback on what the model of success would look like in this situation?

Let’s take a situation at work where a team member underperforms on a task. If my feedback focus is centered around what not to do, mentally their focus shifts to thinking about how to avoid making this mistake again. By no means is it a terrible thing when we give feedback and identify where the shortcoming exists. But feedback can be so much more than just telling someone what not to do.

Now let’s try giving feedback by discussing what the model of success looks like. It’s no longer centered around avoidance of a mistake. The focus is now on how to elevate what they just did. The opportunity provided is one to clearly state the standard of expectations and what meeting that standard would have looked like in this situation. The model of success gives them a vision and clarity of what to strive for as opposed to simply looking at what I should avoid doing the next time.

It took me awhile to realize that this subtle difference in feedback can make a world of difference. Feedback approach shouldn’t be the same for everyone so I don’t want this to seem like this is 100% full proof, but time has shown me more often than not, giving feedback through what the model of success is as opposed to pointing out what to avoid drives better engagement in the dialogue and better results for the future.

Here are some thoughts and observations why showing this model of success approach yields better return on investment of feedback:

Clarity of expectations: if I focus solely on avoidance of error, I’m only creating clarity of what not to do. I fall short creating clarity on what to do. By giving feedback on what the model of success looks like, I’m defining what to strive for. I’m helping to shape a vision ahead for what success in this situation would look like for next time.

Empowerment: feedback on what success looks like gives the person the ownership of working towards this model of success. They have clarity about what the expectations are and where to go and they now are in the driver’s seat to take the steps to reach this model of success the next opportunity presented.

Clarity of behaviors we expect: explaining what not to do often falls short for representing what would be successful in the situation. When we provide feedback about a model of success, we can showcase the behaviors that help drive this success. The behaviors create not just clarity in what’s expected but also sets this person up for sustainable success.

There are so many good articles and books about the most effective approaches to feedback. Success in feedback requires a diversity of perspective to develop your authentic successful approach. One part of the feedback approach I would challenge us each to instigate more consistently is focusing on the feedback outlining the model of what success would look like. Don’t just stop at what was done wrong and what to avoid in the future. Help shape in their mind what the vision of success can look like so they can be empowered to take steps to match and then exceed expectations.

Take your step: take time before your next opportunity to provide feedback. Prior to giving feedback, start with the question if you understand what the model of success would look like for this person. Take time to shape clarity in what this model is so that when feedback time comes, you can clearly communicate what the model of success would look like. Help develop the vision of what this person can strive for with their next opportunity and help empower them to take the steps towards the success they’re capable of achieving.