Based on our work with a multitude of leaders and managers around conducting better Performance Feedback Conversations, we have put together what we believe are the top five most important elements to get right when providing effective feedback.

1. Creating Sustainable Behavioural Change
Top Five Tips for Highly
Effective Feedback
Conversations
Making Those Hard Conversations Easy
Total Leader and Coach Solutions Australia
www.tlcsolutions.com.au | enquiries@tlcsolutions.com.au

2. Tip No. 1
The purpose of feedback is to calibrate your
team members view of the performance i.e.
facilitate the ability to self-assess
And NOT
To simply tell them how they are going
Total Leader and Coach Solutions Australia Experts In Leadership
Valuing Improvement | Generosity | Interdependence | Integrity
www.tlcsolutions.com.au
Copyright © Total Leader and Coach Solutions Australia 2014

3. Tip No. 2
The ultimate measure of
success of highly effective
feedback is an alignment
between perceived
competence and actual
competence – Facilitate selfawareness
And NO GAP
Total Leader and Coach Solutions Australia Experts In Leadership
Valuing Improvement | Generosity | Interdependence | Integrity
www.tlcsolutions.com.au
Copyright © Total Leader and Coach Solutions Australia 2014

4. Tip No. 3
Provide positive feedback in separate
conversations from the negative feedback (on a
regular basis)
And DO NOT
DO THE FEEDBACK SANDWICH i.e. Positive
Negative Positive
Total Leader and Coach Solutions Australia Experts In Leadership
Valuing Improvement | Generosity | Interdependence | Integrity
www.tlcsolutions.com.au
Copyright © Total Leader and Coach Solutions Australia 2014

5. Tip No. 4
Always have a time gap between your stated
intention to provide feedback and the actual
conversation - even if it is just 15 mins
And DO NOT
Give feedback on the run
Total Leader and Coach Solutions Australia Experts In Leadership
Valuing Improvement | Generosity | Interdependence | Integrity
www.tlcsolutions.com.au
Copyright © Total Leader and Coach Solutions Australia 2014

6. Tip No. 5
Always finish a feedback conversation with:
“so now that we have had this conversation, what will
you do differently next time?” i.e. Acknowledge and
Accept
And DO NOT
Finish with “Do you agree?” – to which the standard
response will be “Yes” (but in their heads “No”)
Total Leader and Coach Solutions Australia Experts In Leadership
Valuing Improvement | Generosity | Interdependence | Integrity
www.tlcsolutions.com.au
Copyright © Total Leader and Coach Solutions Australia 2014

7. The TLC Feedback Framework
Total Leader and Coach Solutions Australia Experts In Leadership
Valuing Improvement | Generosity | Interdependence | Integrity
www.tlcsolutions.com.au
Copyright © Total Leader and Coach Solutions Australia 2014

8. If you or your leaders would like to improve
the effectiveness of their feedback
conversations, then contact TLC
Solutions for a conversation.
Greg Bayne – Director
Alistair Box – Director
Heather McGregor-Bayne – Director
enquiries@tlcsolutions.com.au
www.tlcsolutions.com.au
Total Leader and Coach Solutions Australia Experts In Leadership
Valuing Improvement | Generosity | Interdependence | Integrity
www.tlcsolutions.com.au
Copyright © Total Leader and Coach Solutions Australia 2014