Conflict Resolution: Using the STAR Feedback Model

In some past blogs, I’ve discussed feedback techniques that usually don’t work, such as the Feedback Sandwich model. Here is a model or template for giving feedback that I think can be effective. 

Bring by describing the Situation or Task that the person was involved in. You might say, “Hey Greg, when you were facilitating the strategic planning session a few days ago.”

Then tell them the Action they took. You might say, “I noticed that there were a few times when you broke us into small groups, and a few groups were not clear about what they were supposed to be doing.” When describing the action, be as specific as possible and try to make the description observable data. For example, in this situation, if you said, “Your instructions were vague,” I might debate you because whether my instructions were vague is subjective. 

Then tell the Result of the action. For example, “Because each group interpreted the task differently, we could not identify common ground or build a consensus.” I think this is part of the reason the project is behind schedule.”

You could also add an alternative action and the anticipated result. This step is not required, but in the above example, you could say, “I think if you had made a slide outlining the task, it would have ensured we were all working on the same thing, and there would have been more efficiency and alignment in our work.”

So to review:

Situation or

Task

Action they took

Result

You can add:

Alternative Action

Alternative Result

 See more Conflict Management Blogs

This model was developed by DDI