Feedback is a crucial tool for high achievers, essential not only for addressing issues but for continuous growth and improvement. In high-performance environments, feedback should act as a catalyst for sharpening skills, enhancing performance, and driving results. The BUILD framework ensures feedback is action-oriented, focusing on growth, understanding, impact, and development, creating a positive culture where individuals feel supported and empowered to elevate their performance.
Summary
Feedback should be given immediately to be effective. Each letter in BUILD represents a key component for delivering feedback that inspires and accelerates growth:
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B: Behavior – Describe the observable behavior based on facts, not judgments or assumptions.
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U: Understanding – Show empathy by understanding their perspective and context, acknowledging pressures they may be facing.
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I: Impact – Clearly outline the impact on the team, outcomes, or goals. It's crucial, no matter the context.
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L: Listen – Actively listen to their perspective to foster a dialogue, not a monologue.
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D: Develop Action Plan – Discuss what can be done differently to improve and thrive. This could include support mechanisms and is crucial for both positive and negative feedback.
Before using BUILD, ask the other person if they are open to receiving feedback to help them grow and improve. It takes courage to give honest feedback and be a true leader.
Focusing on facts rather than judgments ensures that feedback is received as constructive rather than personal criticism. High achievers respond better to factual, objective feedback as it provides clear directions for improvement.
Practical Examples of Factual Behavior:
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Project Setting: Instead of saying "You’re always so unorganized," point out, "In the last three project updates, you didn’t have your materials prepared ahead of time."
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Client Interaction: Replace "You’re not good with clients" with "In the last two client calls, I noticed you didn’t follow up on questions raised during the meeting."
Understanding the context and showing empathy are critical for effective feedback. This ensures that feedback is seen as an opportunity for growth rather than criticism.
Practical Examples for Understanding:
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Workload Challenges: "I’ve noticed fewer updates on your project status; can something be impacting your ability to stay on track?"
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Meeting Contributions: "You’ve been quieter during our brainstorming sessions; is there something affecting your ability to contribute?"
Linking behavior to its broader impact helps high performers see the value of making changes, motivating them to adjust their actions accordingly.
Practical Examples of Impact:
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Missed Deadlines: "When reports are submitted late, it delays the project and adds pressure to the team."
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Communication Breakdown: "When you don’t contribute to meetings, we miss out on your valuable insights, affecting our decision-making."
Active listening is crucial for collaborative problem-solving and shows respect for the individual’s perspective, enhancing their engagement in the process.
Practical Example of Active Listening:
"I’ve shared my thoughts; now I’d like to hear your perspective on this."
Conclude feedback with a focus on future actions. Discuss what can be done differently and how to support the individual’s growth.
Practical Examples for Action Plans:
- "Your project timelines have been slipping; what adjustments can we make to help you meet deadlines?"
- Engage in solution-focused dialogue: "Given what you’ve mentioned, how can we adjust things to help you contribute more effectively?"
