Constructive feedback is feedback on an individual’s performance that helps build connection, successful habits and behaviors. The constructive component is key to this approach.

The AIR Feedback Model can be a helpful framework for constructive feedback. The acronym stands for “Action”, “Impact” and “Request”.

Specifically –

ACTION: The “action” is the concrete action you personally observed.

IMPACT: Given that action, what was its impact on you, others or a situation.

REQUEST: The suggested alternative behavior that could correct the situation.

Note that for “R” the type of request needs to be a SMART one – Specific, Measurable, Achievable, Realistic, and Timely.

It’s pointless to create a request that cannot be done with the resources at hand or one that’s not feasible related to the context for which you're in.

Feedback can trigger a need to explain or defend, because your own perception of a situation often differs from that of the person giving the feedback.

For the communication to remain open and encourage continuing feedback, it’s important to make the effort to listen to the feedback given. In this way, we show that feedback is welcome, even if it may be unpleasant.

Once we have received the feedback, and have had time to reflect on it, if there are any disagreements we can use dialogue to clear it up.

Adapted from “Space, Pace, and Grace: How to Handle Challenging Conversations” podcast, Matt Abrahams and Collins Dobbs (Stanford Graduate School), October 15, 2021