1. Situation

Start with the situation where the behavior occurred. This helps with making the feedback specific and the other person can more easily relate to it.

2. Behavior

Describe the specific behavior you're giving feedback about. Tell the other person what they've done or what you've seen, not your interpretation of it. This is critical to leave your judgement out of the feedback.

3. Impact

Explain what kind of impact their behavior had. This can range from what you thought and felt and why, to broader impact on others or the whole team.

Plus: Intent

Sometimes, you may want to ask what the intention was behind their behavior. They might have a sound reason that you don't know about or is different from your assumptions.

This can greatly help explain the gap between their intent and the actual impact.

4. Encourage reflection

Feedback is only useful when it's considered and acted upon. Encourage the other person to reflect on what you've said and think how they might act differently in the future.

1. Capture Everything: Capture anything that crosses your mind. Nothing is too big or small! These items go directly into your inboxes.
   
   

   
   

2. Clarify: Process what you’ve captured into clear and concrete steps. Decide if an item is a project, next action, or reference.
   
   

   
   

3. Organize: Put everything into the right place. Add dates to your calendar, delegate projects to other people, file away reference material and sort your tasks.
   
   

   
   

4. Review: Frequently look over, update, and revise your lists.
   
   

   
   

5. Engage: Get to work on the important stuff.

Events:
What is happening right now?

Patterns:
What has been happening over time? What are the trends? 

Structures:
What's influencing these patterns?
Where are the connections between patterns?

Mental models:
What values, beliefs or assumptions shape the system?

• Top 3 priorities:

• To-dos for the day:

• Daily Habits & Goals:

• Exercise & Health: