Tips to give constructive feedback–PROSOC Model
Reading Time: 1 minute

The purpose of constructive feedback is to discuss shortcomings, not to lambast individual. If you want to be heard and listened to, you must first empathize with the person you are giving feedback to. I recommend using the PROSOC method/model 😉 that contains three essential steps:

  • Praise & Recognition: It is valuable to recognize and applaud individual for their accomplishment and efforts. Even the laziest employee add value to a company. The process of finding positive thoughts helps de-cloud our judgments and emotions. Take the time to find something good to say about the person.
  • Opportunity & Shortcomings: It becomes much easier to transition to the shortcomings at hand when we start by praising the individual. What is important is being able to frame the shortcoming as an opportunity for personal and professional growth.
  • Orientation & Challenge: When we frame the shortcoming as an opportunity, we must orient the individual to show him or her that we are invested in their growth and we thought about it before talking to them.

These steps are simple to implement. However, along the way we must understand that constructive feedback is intentional and not random. Constructive feedback does not occur randomly. It is based on observed patterns or behaviors. Thus, set a TIME, PLACE and LOCATION to meet and chat to be taken more seriously. A random occurrence of constructive feedback can only occur when it breaks our conviction or our rules of decorum.



Leave a Reply

Your email address will not be published. Required fields are marked *

%d bloggers like this: