Stop the cycle of repeated feedback. The CEDAR model (Context, Examples, Diagnosis, Actions, Review) helps leaders break the "illusion of agreement" and turn difficult performance conversations into genuine commitment.
Most feedback fails because of poor preparation. The BOOST model (Balanced, Observed, Objective, Specific, Timely) is your quality-control checklist to ensure every conversation builds trust rather than defensiveness.
Receiving feedback is one of the hardest skills for any leader to master. As an executive coach, I’ve seen how defensiveness can block growth and trust. The RADAR process: Repeat, Ask, Discuss, Align, Reflect, offers a practical way to stay open, calm, and constructive. This article explores how each step transforms feedback from criticism into connection, helping leaders build stronger relationships, deepen self-awareness, and turn difficult conversations into opportunities for real progress.
Link to a feedback process from Dr Gervase Bushe
This hub brings together practical feedback models and resources to help leaders give constructive feedback, handle difficult conversations and improve performance without damaging trust.
Feedback is one of the most powerful tools a leader has, yet it is also one of the most misused. The AID feedback model offers a simple, practical framework for giving clear, respectful and effective feedback that builds ownership, reflection and real performance improvement.
