Observing behavior accurately, structuring growth-oriented messages, and delivering honest feedback that drives the receiver toward meaningful improvement.
Giving feedback is the outward-facing half of the feedback skill. It transforms observation into actionable messages that help others grow. Beyond praise or criticism, effective delivery uses structured frameworks, appropriate timing, and genuine care to ensure the message lands constructively. From peer conversations to organizational performance systems, this skill scales from individual exchanges to culture-shaping influence.
You are beginning to look beyond vague impressions. Instead of saying "good job," you can point to something specific that someone did well. You are learning to describe actions rather than label people, and you recognize that sharing observations — even small ones — builds trust and encourages growth.
What Comes Next
If you've checked off most of this list, you're ready for the Task, Structuring stage, separating observable behaviors from interpretations and structuring your feedback using the SBI framework. Bandura(1977)'s Social Learning theory suggests observing and modeling effective feedback deliverers helps you start building feedback competence.
Provides the core framework (Situation-Behavior-Impact) for the L1-L2 transition from observation to structured feedback, applied verbally in real time at L3-L4, and used as the foundational model for coaching and training design at L5+, directly informing level boundary setting.
The Care Personally x Challenge Directly 2-axis model provides theoretical authority for L4 difficult conversation delivery and L5 team feedback culture building. The 4-quadrant classification (Radical Candor, Obnoxious Aggression, Ruinous Empathy, Manipulative Insincerity) serves as a delivery maturity assessment criterion.
A meta-analysis of 607 effect sizes finding that one-third of feedback interventions actually decrease performance, combined with the 3-level attention hierarchy theory (task learning → task motivation → self), providing empirical evidence for L1-L3 checklist behavioral focus and timing items and L4-L5 self-threat avoidance item design.
Provides the 4-level feedback model (Task → Process → Self-Regulation → Self) and the Feed-Up/Feed-Back/Feed-Forward framework. Offers theoretical grounding for level boundary mapping: L1-L2 at the task level, L3-L4 at the process and self-regulation level, and L5-L7 at the system level.
