The purpose of delivering and receiving feedback is one of improvement. We need to ensure that everyone involved in the feedback process is ready – perhaps check out this quick mental checklist to assist if you are in the receiving space. A model that I have found extremely effective is Pendleton’s Rules for delivering feedback. This is the preferred method of feedback that I am encouraging through the co-coaching and development groups. This approach encourages reflection and self-assessment and is well balanced, but is also a rigid and formulaic approach for what should be a dynamic process. Pendleton’s Rules  consist of asking the learner

1. what went well,
2. telling them what went well,
3. asking them what can be improved, and
4. then telling them what can be improved.

I like to add a 5th element to Pendleton’s Rules. One of action. It is a gift to receive feedback, and we should ask ourselves some reflective questions.

• So what does this feedback mean to me?
• How will this help me to improve?
• What actions do I need to now be taking to take some positive steps forward?

Of course, the type of questions depends on the circumstances.

There is a caveat here – and this is about how we accept change.

I have already suggested that we place ourselves in a mindset position of being able to accept change. We all accept change in different ways. Some people internalise the thinking and process, others react sometimes in an interesting way. Sometimes the feedback may have an impact that we need to explore (think change curve where an initial reaction is one of disbelief…). The different way that we react does mean that the answers to these questions may not be forthcoming immediately.

Enjoy practicing with Pendleton’s Rules of feedback.