Feedback Sieves
Further reflecting on what I’d posted recently about giving 360º feedback (and on how to give good feedback after all), I came across a simple tool that is widely referred to as “Sokrates’ three sieves” but appears to have a different background.
In a nutshell, when you want to say something (or: write feedback for someone), apply these three tests to what you want to say: Is it true? Is it good? Is it necessary? If it fails any of these three tests, don’t say it.
Truthfulness is both obvious and a bit subtle. While it is correct that “your mileage may vary”, and coming to a shared objective truth may be hard, it is also correct that feedback should be based on observations, rather than on interpretations thereof. So the truthfulness stems from what the observer has seen. Facts can’t be disputed.
The “good” part is harder, especially if the word is taken literally: how can I possibly give negative feedback if what I share has to be “good”? The key here is to understand “good” as a short form of “good-willed”, or benevolent. Both positive and negative feedback, if constructive, have that aspect. Remember radical candor.
Finally, necessity. It is safe to assume that feedback given to improve a weakness or amplify a strength is “necessary” in that it ultimately has the recipient’s growth as its intent. It’s fair to call that necessary.
It would serve us well if we all could take this to heart while practicing giving feedback.
Tags: work