The IDEA Feedback Model outlines a structured approach to giving feedback with 4 steps: 1) Intent - Frame feedback positively by focusing on how it will help the recipient be successful. 2) Describe - Neutrally describe the observed behavior and its impact. 3) Exchange - Listen to the recipient's perspective to gain shared understanding. 4) Action - Have the recipient commit to specific, measurable actions with a follow-up date.

1. The IDEA Feedback Model
S
Intent
I S
Describe
D S
Exchange
E S
Action
A
Lead with Compassion
Your intent is framed in the
positive - there is a reason you’re
sharing this feedback with them.
What is the gift for them in the
feedback you’re providing? How
will it help them be successful?
Behavior + Impact
Part 1: Describe the behavior
you’ve observed. Keep this neutral
and factual.
Part 2: Share the impact of that
behavior on their results, the team,
other individuals, you, LinkedIn?
The impact can be positive or
negative.
Discuss/Listen/Explore
This is the opportunity for them to
respond. Perhaps you missed
something?
Listen to their point of view and
partner with you in a conversation
that results in a shared
understanding and a willingness to
move to the final step.
Agree to Act
Here’s when feedback really
transforms - when the recipient
makes a commitment to specific,
measurable actions and follows
through!
Once the follow-up action is
specific and measurable, set a date
for a follow-up conversation.

2. Tips for Giving Feedback
• Spending some time preparing for the discussion. The IDEA model will help you identify the points
you want to work through and plan how you want the conversation to go, ensuring you say what
you need to say and don’t get caught up in your own emotions or distracted by the responses or
emotions of your team member.
• If you’ve not seen behavior directly, encourage whomever is reporting it to you to connect and
provide the feedback directly.
• Remember that the most effective feedback is often feedback on what is working, going right, or
they are doing well. They need information that this behavior is working and one they should keep
doing or do more of. Even if the behavior is inconsistent, framing it around an example of when it
worked can help minimize defensiveness.