4A Format for Feedback

GIVING FEEDBACK
1. Aim to Assist
2. Actionable
GETTING FEEDBACK
3. Appreciate
4. Accept or Discard

@netflix employ the above 4A Format for giving and receiving feedback.

Both sides of feedback are hard.

Increasing self-awareness helps us to remove the blinspots in our leadership models and improve our processes.

Try the following next time you are faced with feedback:

1. Aim to Assist

Always give feedback with positive intent.

Be Selflessly Candid,
Not a Brilliant Jerk.

Radical candor isn't a hall pass for being overly critical.

2. Actionable

Always frame feedback through the lens - what can the recipient do differently to improve?

Don't do X
Try more of Y to reduce X

3. Appreciate

It took a lot for someone to stand up and offer you feedback

Be appreciative,
Not defensive.

4. Accept or Discard

The power lies in the recipient's hands.

Receiving feedback doesn't mean you have to accept it.

Are you self-aware enough to know what to Accept and what to Discard?

As High Performance coaches, we spend a lot of time giving and receiving feedback,

Be it to players, managers or coaches.

How many times have you stopped to think about your feedback framework?

Constructive feedback doesn't happen by accident.

Be purposeful with feedback!