Giving feedback is one of the most powerful tools in your leadership toolbox—but it’s easy to get wrong. Too vague, and it’s not actionable. Too personal, and it damages trust.
That’s where the STAR framework comes in. No, not that STAR framework. (Yes, there’s another one you’re likely thinking of: Situation/Task/Action/Result - often used for interviewing.)
This STAR framework helps you deliver feedback that’s Specific, Timely, About the action/behavior (not the person), and Relevant using examples.
Subscribe to All Access to read the rest.
Become a paying subscriber of All Access to get access to this post and other subscriber-only content.
UpgradeA subscription gets you:
- Gain access to all historical content 4+ weeks old
- Receive a monthly deep dive on a leadership topic designed to make you a stronger, more influential leader