Giving and receiving feedback is very tough task so as Agile Coach I always look for different approaches to use with my coachees.
Luckily, I found this great article that explains “The COIN model”. This model makes sense for me and I want to share with you.
The following paragraphs are extracted from
The COIN Model
C – The Context (What, Where, When, Whom)
O – What I Observed was…
I – The Impact of that was…
N – How do you want to handle that differently Next Time? (or this is how I want you to handle it Next Time)
Here are a couple examples of the COIN Model in use:
- “Nancy, yesterday you failed to arrive to your workstation until 20 minutes past your start time. The impact of that was that production was stalled by 20 minutes. How do you want to handle that differently next time?”
- “Chuck, David came and spoke with me today and said that you told him that he was an idiot and that he didn’t know how to do his job. The impact of that was David became very upset and I had to spend an hour of my day meeting with him. How do you want to handle that differently next time?”
- “Christine, yesterday you left the back door open which caused Fido to get out of the house. The impact of that was that I had to go chase him down all throughout the neighborhood, which took fifteen minutes out of my day and made me late for work. How do you want to handle that differently next time?”
The key to giving feedback is focusing the conversation around the behavior and being as specific as possible. Making blanket statements like “you are unprofessional” or “you sounded stupid up there” will do nothing to help them. You need to pinpoint the specific behaviors to help them get over.
To sum it up, it is a great model that I will apply it very soon with my friends in order to test the results!! Give me a shout if you use it, please.