I was introduced to the A-Frame by an inspirational boss many years ago, and I've used it ever since with both new and established teams. It takes its name from the main headings of a four-box grid - Applaud, Ask, Assert, Anticipate, and it focuses on what people want/don't want and get/don't get from a particular situation. It can be used to structure discussions on lots of different subjects, but I like to use it to request feedback on my situational leadership: Applaud - what would you like me to continue doing? Ask - what would you like me to start doing? Assert - what would you like me to stop doing? Anticipate - what don't you want me to start doing? Before committing to the exercise, it's essential that your team feel empowered to provide objective feedback, and that you're in the right frame of mind to receive it. Don't be defensive or try to rationalise it - take it as an opportunity to learn. I've found that it works best if you ask your team to collectively agree the feedback, and then meet with them to review it. Each time it has prompted excellent discussions. I've used the feedback to produce a development plan for myself and, at the same time, to document the support I need from them to help me become a more effective leader. It's important to track progress against the plan and request feedback on a regular basis as their needs may change over time. You'll find that your team will be more precise and get better at providing examples each time they complete the exercise. I've summarised the above points on a slide - I hope you find it useful. I've also included the 'A' Frame on a separate slide. So, why not give it a go? I'm sure your team will engage with the process, and they'll be delighted with the changes you make and the positive impact it has on their intrinsic motivation and overall performance. Embrace it and you'll start to hear great things, like what you see, and have a spring in your step! Please use this link to check out my full article on LinkedIn: https://www.linkedin.com/pulse/team-feedback-youve-been-framed-jon-stephenson

1. Jon Stephenson
https://uk.linkedin.com/in/stephensonjon
Team Feedback – you’ve been framed!
• Use the A-Frame to request feedback from your team (see next slide)
– to determine what they want/don’t want and get/don’t get from your leadership
• Check that they feel empowered to provide objective feedback
– ask them for specific examples rather than general observations
• Ensure that you’re in the right frame of mind to receive it
– don't try to rationalise it; embrace it as a learning opportunity
• Ask your team to collectively agree the feedback
– review it with them as a group session
• Produce a development plan for yourself
– include the support you’ll need from your team
• Track progress against the plan
– request feedback regularly
• Update it along the way
– reframe as appropriate

2. Jon Stephenson
https://uk.linkedin.com/in/stephensonjon
Applaud
- continue doing
Ask
- start doing
Assert
- stop doing
Anticipate
- don’t start
Want
Don’t Get
Don’t Want
Get
The A-Frame