How do you use the STAR model to give specific feedback?

1 What is the STAR model?

The STAR model is a widely used technique for structuring feedback, especially in performance reviews and behavioral interviews. It helps you describe a specific situation or task, the actions that you or your client took, and the results or outcomes that followed. By using the STAR model, you can provide concrete examples of what went well, what could be improved, and what can be learned from the experience. The STAR model also helps you avoid vague or general feedback that can be confusing, irrelevant, or demotivating.

2 How to use the STAR model for positive feedback

Positive feedback is an essential way to recognize your client's accomplishments, reinforce their strengths, and build their confidence. When using the STAR model for positive feedback, you should start by describing the situation or task they faced. Explain the actions they took to handle the situation or task, such as the skills, strategies, or behaviors they used. Lastly, share the results or outcomes they achieved. For example, you could say: "Your leadership in the team meeting last week was remarkable. You set a clear agenda, kept everyone engaged in the discussion, and delegated tasks efficiently. Consequently, the team was more aligned, motivated, and productive. Your manager and peers also praised your leadership skills."

3 How to use the STAR model for constructive feedback

Constructive feedback is essential to help your client identify their areas for improvement, overcome their challenges, and grow as a leader. Using the STAR model for constructive feedback, you can start by describing the situation or task that your client faced, such as a project, a problem, or a goal. Be specific and relevant to the context of your coaching. Then, explain the actions that your client took to handle the situation or task, such as the skills, strategies, or behaviors they used. Point out the ones that were less effective or problematic. Finally, share the results or outcomes that your client achieved, such as the impact, consequences, or feedback they received. Highlight the negative aspects and link them to the actions they took. For instance: "You encountered a tricky situation with a customer who was displeased with the quality of your work. You attempted to defend your work and justify your decisions yet neglected to listen to their worries or demonstrate empathy. Consequently, this made the customer even more disgruntled, dissatisfied, and distrustful of you - not only did it damage your reputation but also your relationship with them."

4 How to use the STAR model for developmental feedback

Providing developmental feedback is an effective way to help your client explore their potential, discover new opportunities, and achieve their goals. The STAR model is a great way to do this. Start by describing the situation or task that your client faced, such as a project, an opportunity, or a goal. Then explain the actions they took to handle the situation or task, such as the skills, strategies, or behaviors they used. Lastly, share the results or outcomes that your client achieved. For example, you could say: "You had a successful presentation at the conference last month. Your preparation was on point and you delivered your message clearly with visual aids. This resulted in attracting interest, generating leads, and receiving compliments on your expertise. To further improve your presentation skills, you could add more stories, examples, or data to support your points and engage more with the audience through questions, polls, or feedback."

5 How to use the STAR model for feedback conversations

Using the STAR model for feedback can be helpful in structuring your message, but it is not sufficient to ensure a productive and positive feedback conversation. Timing is important - give feedback as soon as possible after the situation or task has occurred, while it is still fresh. Additionally, feedback should be given regularly and consistently, not just once in a while or only when there is a problem. The purpose of feedback should be to help your client improve and grow, not to criticize or judge them. It's also important to use a respectful, empathetic, and positive tone - avoid anger, sarcasm, or negativity. Furthermore, balance your feedback with both positive and constructive aspects. Finally, feedback should invite your client to share their perspective, feelings, and ideas - not to impose your opinion or solution. By following these guidelines, you can use the STAR model to give specific feedback that is meaningful, relevant, and motivating for your clients.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?