Feedback Conversations

Overview

This skill provides frameworks for navigating difficult workplace conversations and delivering effective feedback. Whether you're addressing performance issues, resolving conflicts, or giving constructive feedback, these structured approaches lead to better outcomes.

Core insight: Research shows that employees who approach difficult conversations with preparation and a clear framework are 60% more likely to reach a positive resolution than those who engage without a plan.

When to Use This Skill

Use this skill when:

• Preparing to give feedback to a colleague or direct report
• Addressing performance issues or missed expectations
• Navigating conflict between team members
• Having 1:1 conversations about sensitive topics
• Receiving feedback and wanting to respond constructively
• Managing expectations with stakeholders

Keywords: feedback, difficult conversation, 1:1, one-on-one, performance, conflict, expectations, behavior, confrontation

Core Frameworks

The Preparation-Delivery-Follow-up Model

A three-part structure for difficult conversations:

Phase	Focus	Key Questions
Preparation	Understand the issue, define goals, manage emotions	What's the problem? What outcome do I want? Am I calm?
Delivery	Open neutrally, use facts not blame, encourage dialogue	How do I start? What evidence do I have? How do I involve them?
Follow-up	Document actions, set check-ins, provide support	What did we agree to? When will we check in? How do I support?

The SBI Feedback Model

Situation-Behavior-Impact (SBI) structures feedback to be specific, objective, and actionable: