Is there feedback you’re putting off because you’re not sure how to say it? If so, this episode is for you.

In this solo episode, host Jen Arnold delves into the essential leadership skill of giving meaningful feedback. It turns out that delivering meaningful feedback in a way that’s both accepted and applied is both an art and a science.

Feedback isn’t just about words – it’s about how you show up to and through the conversation. But since both giving and receiving feedback can create anxiety in both parties, it can impact how we listen, and if we stay open-minded, and judgment-free.

Central to today’s episode is the SCARF model, a revolutionary concept that sheds light on the five key areas—status, certainty, autonomy, relatedness, and fairness—that influence our responses to feedback. Understanding these nuances is pivotal in transforming feedback sessions from anxiety-inducing experiences to opportunities for growth and connection.

Jen also introduces her IDEA framework, a powerful tool that paves the way for effective feedback by reducing SCARF threats. This structured approach ensures that feedback includes identifying the specific behavior, describing the impact, enquiring about the receiver’s point of view, and taking action.  

In a world where feedback is often feared, this episode serves as a guide for this episode serves as a guide for artfully and effectively delivering feedback. Tune in, learn, and lead with confidence.

Key Highlights with Timestamps:

• 2:50 Understanding Anxiety in Feedback: Jen shares insights from a study on heightened anxiety during feedback conversations, explaining how elevated heart rates can lead to defensive behaviors instead of openness.
  
  
• 5:42 SCARF Model: The SCARF model identifies threats related to status, certainty, autonomy, relatedness, and fairness. Understanding these elements is crucial in improving feedback interactions.

• 10:50 IDEA Framework: Jen advocates for using the IDEA framework for giving feedback, emphasizing specific behaviors, describing impacts, exploring alternative perspectives, and agreeing on a plan moving forward.

Want help applying these feedback frameworks to your leadership? Contact Jen HERE.