Friday, 15 February 2013

CONNECT model for feedback

Related to my previous post about feedback I wanted to do some more searching on the topic. Quite often people want concrete tips on how to give constructive feedback, and as I'm a bit bored of the "hamburger model" I wanted to find something different. I came across to a CONNECT model while I was reading a book called Leadership: A Communication Perspective (Hackman & Johnson 2009), which I can recommend if you're into the topic. 

Apparently the model was developed in 1993 by LaFasto and Larson, and seems to be referred under topics such as positive team dynamics, team building, team relationships and so on. 

The basic idea of the CONNECT model is:

Commit to relationship. Communicate your commitment by reinforcing the willingness to improve your relationship. Tell why it's important to develop your relationship.

Optimize safety. Help the other person feel safe by highlighting that you try to do your best to understand him/her without being judgmental.

Narrow to one issue. Identify a single issue to be addressed.

Neutralize defensiveness. Think about the types of words, statements that might cause a defensive reaction. Avoid provoking actions if it’s not useful.

Explain and echo. Explain what you observe and how it makes you feel. Give the opportunity to the other person to echo his/her feelings and thoughts.

Change one behavior each. Talk about the change that both of you could make and agree on improving one behavior each.

Track it. Monitor the progress by selecting some specific follow-up times to give feedback on the perceived changes and development of the relationship.


I haven’t had the chance to test this model yet, although the basic ideas seem to be familiar. So if you have used it I would be happy to hear stories about how it worked.

2 comments:

  1. If you'd like to discover new examples about the learning experience curve from feedback, I strongly recommend you to read this article: "Does overconfidence lead to poor decisions" (E. Bukszar, 2003). Jerome

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    1. Thanks Jerome! I have to look for that article.

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