Giving Critical Feedback | Simon Sinek | The C.A.R.E. Feedback Framework

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Oct 20, 2024 02:09 AM

C – Care and Curiosity

Start with the human being, not the problem. Start by showing genuine care for the person, rather than diving straight into pointing out evidence of the issue. Say something like,

“There's something I want to share with you because I care about you and your growth here.” This sets a positive tone right away.

"I don't know what this means, but I wanted to raise it with you in case there is an issue," which opens a dialogue rather than assuming there's already a problem.

A – Actionable Examples

Next, share specific examples of the behavior you’ve observed.

For instance, “When you spoke to your teammates the other day, your tone felt harsh.” Clear examples help the person understand what you’re addressing. However, they leave room for the person to explain any context or reasons behind their behavior.

R – Reflection and Dialogue

Encourage them to reflect and share their thoughts.

Ask questions like, “Were you aware of that? How do you feel about what I just shared?” or "Is everything okay?"

This gives the person a chance to either acknowledge the behavior or reveal something the feedback giver might not have been aware of.

E – Encourage Growth

Finish on a supportive note by saying, “I’m here to help you as we work through this together.” This reinforces that the goal is growth and improvement, not just criticism.

No direct, critical approach, like saying, "Stop yelling at people, nobody wants to work for you." This kind of feedback is hard to receive, and the speaker emphasizes that just because you gave feedback doesn't mean it was truly heard or understood.

In summary, Simon frames feedback in a way that prioritises the person’s growth, uses curiosity instead of judgment, and focuses on opening a constructive dialogue rather than simply pointing out mistakes.