“SAINTS” Feedback Model
(The Feedback Breakthrough, Bristow & Galvin, 2025)
1. Set the Stage: Begin by connecting and checking in with the individual. Provide context for the conversation that will include effective coaching questions.
2. Action: Objectively describe observed actions. Focus on behaviors that the individual can control and verify, rather than intent or motivations. This is crucial when receiving feedback.
3. Impact: Explain how those actions have impacted others and the organization as a whole, a vital component of the SAINTS feedback model.
4. Next Steps: Collaborate to create a plan for moving forward together.
5. Thanks: Express gratitude to the individual and affirm your confidence in their ability to succeed.
6. Support: Continue to provide ongoing support and coaching. Maintain an open-door policy and encourage a culture of feedback.
Great Coaching Questions
(The Coaching Habit, Bungay Stanier, 2016)
We strongly recommend these seven coaching questions from Michael Bungay Stanier's concise book on coaching. Alongside its advice to listen more and talk less, it presents seven core coaching questions designed to embed coaching into everyday conversations.
1. The Kickstart Question “What's on your mind?”: This opens the conversation and allows the other person to articulate what matters most to them.
2. The AWE Question “And what else?”: This encourages deeper thinking prior to jumping to conclusions or providing advice, enhancing the feedback process.
3. The Focus Question “What's the real challenge here for you?”: This question helps in identifying the underlying issue, not just the surface-level problem, reinforcing effective coaching.
4. The Foundation Question “What do you want?”: This clarifies what the person needs, expects, or hopes to achieve, guiding the coaching conversation's direction.
5. The Lazy Question “How can I help?”: This question prevents you from assuming what support the individual requires, ensuring that their specific needs are addressed.
6. The Strategic Question “If you're saying yes to this, what are you saying no to?”: This helps individuals recognize trade-offs, priorities, and competing commitments clearly.
7. The Learning Question “What was most useful for you?”: This question fosters reflection and reinforces learning at the end of a conversation, deepening the overall coaching experience.
Receiving Feedback as a Gift
(The Feedback Breakthrough, Bristow & Galvin, 2025)
1. Acknowledge the gift: Thank the individual for being willing to share their insights with you. This is an essential first step in the SAINTS Feedback Model.
2. Open the gift: Actively listen to the individual's feedback and ask clarifying questions when necessary. Utilizing effective coaching questions can enhance your understanding.
3. Confirm the nature and value of the gift: Restate what you understood and share your appreciation for their time and consideration. This reinforces the importance of receiving feedback constructively.
4. Use the gift: Thoughtfully consider the feedback giver's perspective. Unpack the ideas and suggestions that were useful, and make a plan for how you might use these insights. Implement them in your behaviors moving forward for meaningful growth.