How to coach up: Strategies for providing feedback to bosses

Giving feedback to leadership, especially when it concerns their effectiveness in areas like decision-making, role clarity, employee engagement and communication, can be challenging. Here are some principles and models for structuring these conversations effectively.

3 general principles for providing feedback to bosses

Providing feedback to bosses requires a thoughtful approach that emphasizes clear, actionable communication and mutual respect. Focusing on observable behaviors and understanding their motivations can help you create a constructive dialogue that fosters improvement and growth.

Here are three principles to help you navigate “coaching up” conversations effectively and help ensure your feedback is impactful and well-received. 

1. Focus on observable, actionable behaviors

Avoid subjective and judgmental terms like "style" and "ineffective." Instead, focus on specific behaviors and their impact.

2. Empathy + understanding

Get to know the leaders and understand their motivations. People are more likely to change if they feel understood and respected.

3. Model the desired behavior

Lead by example. Show the behaviors you wish to see in others. This builds credibility and trust.

5 effective feedback models for coaching up

Using structured feedback models can make conversations with leaders more effective and impactful. The models outlined below provide clear frameworks for delivering specific, actionable and constructive feedback. Each model offers a unique approach to describing situations, behaviors, outcomes and impacts, helping you communicate your observations to encourage positive change and improvement. 

1. SBI model

The SBI model is a straightforward framework for delivering feedback by focusing on specific situations, behaviors and impacts. This approach helps ensure that feedback is clear, objective and actionable, making it easier for leaders to understand and respond to the feedback effectively. Here's how the SBI model works:

• Situation: Describe the context.
• Behavior: Explain the specific behavior.
• Impact: Describe the impact of the behavior.

Example: In last week's meeting (situation), you interrupted team members several times (behavior), which made it hard for them to share their ideas and caused frustration (impact).

2. SBOI model

The SBOI model expands on the SBI framework by adding an outcome component, which helps clarify the immediate results of a behavior in addition to its broader impact. This model provides a more comprehensive view, making it easier for leaders to see the connection between their actions and their effects. Here's how the SBOI model works:

• Situation: Provide the context.
• Behavior: Detail the specific action.
• Outcome: State the outcome of the behavior.
• Impact: Explain the broader impact.

Example: During the project planning session (situation), the roles were not clearly defined (behavior), which led to confusion about responsibilities (outcome) and delayed project progress (impact).

3. COIN model

The COIN model offers a structured method for giving feedback that emphasizes context, observation, impact and next steps. This approach highlights specific behaviors and their effects and provides clear guidance on how to improve. Here's how the COIN model works:

• Context: Set the scene.
• Observation: Share your observation.
• Impact: Describe the impact.
• Next Steps: Suggest possible improvements.

Example: In our recent team discussion (context), there was a lack of clear direction (observation), which left the team uncertain about their tasks (impact). Providing a detailed action plan after meetings (next steps) would be helpful.

4. AID model

The AID model focuses on identifying specific actions, their impacts and the desired outcomes. This approach emphasizes clear communication and future improvement, making it easier for leaders to understand what needs to change and why. Here’s how the AID model works:

• Action: Describe the specific action taken.
• Impact: Explain the impact of the action.
• Desired outcome: State the desired outcome or behavior change.

Example: Setting tight deadlines without consulting the team (action) caused a lot of stress and decreased morale (impact). It would be better to discuss timelines with the team first to ensure they are realistic and achievable (desired outcome).

5. STAR model

The STAR model provides a detailed framework by breaking down feedback into four components: situation, task, action and result. This model helps provide comprehensive feedback by addressing the specific task and its outcome. Here’s out the STAR model works:

• Situation: Set the context for the feedback.
• Task: Describe the task involved.
• Action: Explain the specific action taken.
• Result: Detail the result of the action.

Example: During the client presentation (situation), your task was to present the project timeline (task). You provided clear and concise information (action), which impressed the clients and secured their approval for the next phase (result).

(Go here or more examples of constructive feedback.)

Additional strategies for effective leadership feedback

In addition to structured feedback models, employing broader strategies can enhance your feedback delivery and help it be well-received by leadership. The strategies outlined below can complement your feedback models and foster a culture of open communication and growth.

• Build rapport + trust: Develop a good relationship with your leaders. This makes them more likely to listen to your feedback.
• Start positive: Begin with what you appreciate about their leadership to set a constructive tone.
• Be specific: Use specific examples to illustrate your points rather than general statements.
• Use data points: Bring concrete examples and data to support your feedback.
• Follow up: Ensure your feedback has been understood and discuss follow-up actions. Schedule regular check-ins to review progress.

Training + development for enhanced leadership skills

Investing in training and development is essential for cultivating effective leadership within your organization. Training on the following topics can help your leaders grow and drive organizational success:

• Feedback training: Leaders should receive training on giving and receiving feedback effectively. This includes learning structured feedback models, understanding how to approach sensitive topics and developing skills to offer and accept constructive criticism.
• Leadership skills: Continuous leadership skills training often covers topics like strategic thinking, team management and the ability to inspire and motivate others.
• Decision-making: Effective decision-making training teaches leaders to evaluate options, consider potential outcomes and make informed choices that align with organizational goals.
• Communication skills: Encourage training focused on improving communication within the team. This includes active listening, clear articulation of ideas and facilitating open and honest dialogue among team members.
• Conflict resolution: Training leaders on conflict resolution equips them with the skills to manage and resolve disputes effectively. This helps maintain a positive work environment and ensures that issues are addressed constructively.
• Emotional intelligence: Developing emotional intelligence allows leaders to understand and manage their own emotions and those of others. This can improve interpersonal relationships, enhance communication and lead to better decision-making.
• Coaching + mentoring: Training leaders in coaching and mentoring techniques enables them to support the development of their team members. This fosters a culture of continuous learning and growth within the organization.
• Change management: Equipping leaders with change management skills helps them guide their teams through transitions smoothly. This ensures that changes are implemented effectively and with minimal disruption.

Practical steps for coaching up + giving feedback to bosses

Providing feedback to bosses can be challenging, but the right strategies and models can lead to significant improvements in leadership and organizational success. Remember to focus on specific behaviors, build trust and use structured models to make your feedback clear and actionable. Here are some practical steps to put your models to work:

• Engage in one-on-one meetings: Provide feedback in a private setting, like one-on-one meetings, to make it more personal and less confrontational.
• Highlight business impact: Emphasize how improving leadership behaviors can positively impact the business.
• Be persistent but patient: Change takes time, so continue to provide constructive feedback consistently.

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