This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
This product (McKinsey Feedback Model) is a 21-slide PPT PowerPoint presentation slide deck (PPT), which you can download immediately upon purchase.
Giving feedback can be difficult and it can be a challenge. When not founded on specific framework and structure, it may result into predominantly negative feedback. It is essential that giving feedback is done in a most effective way.
When done right, feedback can have a multiplier effect. It motivates top performers and increases engagement by all. It is essential for leaders to be equipped to give and receive both constructive and positive feedback.
This presentation provides us the essential understanding and tools of providing constructive and positive feedback. Core topics discussed include:
• The McKinsey Feedback Model and Its Approach
• The Format of a Structured Feedback: The Action, The Feeling, and The Feedback
• The Underlying Principles of Giving and Receiving Feedback
Integrating the McKinsey Feedback Model within our company's culture will position our employees and our business for success in the 21st century.
This deck also includes slide templates for you to use in your own business presentations.
The McKinsey Feedback Model emphasizes a structured approach to feedback, ensuring it is specific, actionable, and fact-based. This model helps in creating a feedback-driven culture, crucial for developing consultants and enhancing client impact. The presentation details the three-part format of structured feedback: The Action, The Feeling, and The Feedback, providing clear examples and templates for practical application.
This PPT is designed to help leaders and managers implement a systematic feedback process that is less personal and irrefutable. By following the principles outlined, organizations can foster a culture of continuous improvement and high performance. The included templates make it easy to integrate this model into your existing feedback processes, ensuring consistency and effectiveness in communication.
This PPT slide presents a structured approach to delivering feedback, emphasizing a systematic flow that enhances clarity and effectiveness. It features 2 examples that illustrate the framework of "The Action," "The Feeling," and "The Feedback."
In Example 1, the action described is being late to a meeting. The accompanying feeling expresses a sentiment of undervaluation regarding the speaker's time. The feedback suggests a proactive measure for future meetings, recommending early arrival and communication in case of delays. This structure allows for a clear connection between the observed behavior, the emotional impact it had, and a constructive suggestion for improvement.
Example 2 follows a similar format, addressing the action of frequent check-ins on progress. The feeling conveyed here is one of mistrust, which can hinder focus and productivity. The feedback proposes establishing specific milestones and check-in points, aiming to foster trust and maintain project momentum.
The slide concludes with a statement highlighting the benefits of this structured feedback format. It asserts that the feedback is specific, fact-based, and less personal, making it more actionable and irrefutable. This method not only clarifies expectations, but also helps in building a more constructive dialogue between team members.
For organizations seeking to improve communication and feedback mechanisms, this structured approach can be a valuable tool. It encourages a culture of openness and continuous improvement, essential for high-performing teams.
This PPT slide presents the McKinsey Feedback Model, which is structured to facilitate effective feedback through a clear, actionable format. It outlines 3 key components: The Action, The Feeling, and The Feedback. Each part is designed to guide the feedback process, ensuring that it remains constructive and focused.
The Action section emphasizes the importance of identifying a specific behavior or event that requires attention. This clarity helps the recipient understand exactly what needs to change. The Feeling component encourages the feedback provider to express their emotional response to the action. This personal touch can foster a deeper connection and understanding between the parties involved.
The Feedback section culminates the model by offering a recommendation for future behavior. This is not merely a critique, but rather a constructive suggestion aimed at improvement. The structured format, which follows the sequence of “When you did, it made me feel. In the future, I would recommend that you do,” ensures that feedback is not only clear, but also actionable.
This model's strength lies in its ability to diffuse potential conflicts by focusing on facts rather than personal judgments. By adhering to this structured approach, organizations can enhance their feedback culture, leading to improved performance and collaboration. For leaders looking to implement a more effective feedback mechanism, understanding and utilizing the McKinsey Feedback Model could be a significant step forward.
This PPT slide presents an overview of "The Action," which is the initial component of the Structured Feedback Model. This section emphasizes the importance of specifying the exact action, event, or behavior that requires change. The clarity in defining the action is crucial, as it enhances the feedback's vividness and memorability. When feedback is anchored in specific examples, it becomes more impactful for the recipient.
The significance of specificity is further highlighted in the bullet points. A more detailed example not only makes the feedback more relatable, but also aids in retention. This approach ensures that the feedback is not just a vague suggestion, but rather a concrete directive that the recipient can understand and act upon.
Another key point is the emphasis on being fact-based. This aspect is critical because it helps to depersonalize the feedback. When feedback is rooted in observable facts rather than subjective opinions, it mitigates the risk of the recipient feeling attacked or defensive. This creates a more constructive environment for change, as the focus remains on actions rather than personal attributes.
The slide also suggests that the action remains valid as long as it is communicated effectively. This underscores the necessity of clarity in communication, ensuring that the intended message is conveyed without ambiguity. Overall, this slide serves as a foundational element for understanding how to provide effective feedback that drives change.
This PPT slide emphasizes the importance of giving and receiving positive feedback to enhance team morale and engagement. It outlines several key principles that should guide this process.
First, specificity is highlighted as a critical element. When feedback is specific, team members can clearly understand which behaviors to repeat. This clarity is essential for fostering a culture of continuous improvement.
The slide introduces the McKinsey framework for constructive feedback, which consists of 3 steps. The first step involves providing a fact-based observation. This ensures that feedback is grounded in reality, making it more credible. The second step requires explaining the positive impact of the behavior on oneself or others. This not only reinforces the value of the behavior, but also connects it to broader team dynamics. The third step focuses on offering encouraging words to motivate continued positive behavior.
Public recognition is another principle mentioned. Acknowledging a job well done in front of peers can amplify the impact of the feedback, encouraging others to emulate the recognized behaviors. This public acknowledgment fosters a supportive environment where positive actions are celebrated.
Lastly, the slide encourages all team members to contribute to the feedback process. This collective involvement can create a more inclusive atmosphere, where everyone feels valued and empowered to share their insights.
Overall, the content serves as a practical guide for leaders aiming to cultivate a feedback-rich culture that drives engagement and performance. The principles outlined here are actionable and can be readily implemented in various organizational contexts.
This framework is developed by a team of former McKinsey and Big 4 consultants. The presentation follows the headline-body-bumper slide format used by global consulting firms.
For $10.00 more, you can download this document plus 2 more FlevyPro documents. That's just $13 each.
ABOUT FLEVYPRO
This document is part of the FlevyPro Library, a curated knowledge base of documents for our FlevyPro subscribers.
FlevyPro is a subscription service for on-demand business frameworks and analysis tools. FlevyPro subscribers receive access to an exclusive library of curated business documents—business framework primers, presentation templates, Lean Six Sigma tools, and more—among other exclusive benefits.
The average daily rate of a McKinsey consultant is $6,625 (not including expenses). The average price of a Flevy document is $65.
Trusted by over 10,000+ Client Organizations
Since 2012, we have provided best practices to over 10,000 businesses and organizations of all sizes, from startups and small businesses to the Fortune 100, in over 130 countries.
Read Customer Testimonials
"As a small business owner, the resource material available from FlevyPro has proven to be invaluable. The ability to search for material on demand based our project events and client requirements was great for me and proved very beneficial to my clients. Importantly, being able to easily edit and tailor
the material for specific purposes helped us to make presentations, knowledge sharing, and toolkit development, which formed part of the overall program collateral. While FlevyPro contains resource material that any consultancy, project or delivery firm must have, it is an essential part of a small firm or independent consultant's toolbox.
"
– Michael Duff, Managing Director at Change Strategy (UK)
"FlevyPro provides business frameworks from many of the global giants in management consulting that allow you to provide best in class solutions for your clients."
– David Harris, Managing Director at Futures Strategy
"I have found Flevy to be an amazing resource and library of useful presentations for lean sigma, change management and so many other topics. This has reduced the time I need to spend on preparing for my performance consultation. The library is easily accessible and updates are regularly provided. A wealth of great information."
– Cynthia Howard RN, PhD, Executive Coach at Ei Leadership
"As a niche strategic consulting firm, Flevy and FlevyPro frameworks and documents are an on-going reference to help us structure our findings and recommendations to our clients as well as improve their clarity, strength, and visual power. For us, it is an invaluable resource to increase our impact and value."
– David Coloma, Consulting Area Manager at Cynertia Consulting
"If you are looking for great resources to save time with your business presentations, Flevy is truly a value-added resource. Flevy has done all the work for you and we will continue to utilize Flevy as a source to extract up-to-date information and data for our virtual and onsite presentations!"
– Debbi Saffo, President at The NiKhar Group
"Flevy.com has proven to be an invaluable resource library to our Independent Management Consultancy, supporting and enabling us to better serve our enterprise clients.
The value derived from our [FlevyPro] subscription in terms of the business it has helped to gain far exceeds the investment made, making a subscription a no-brainer for any growing consultancy – or in-house strategy team."
– Dean Carlton, Chief Transformation Officer, Global Village Transformations Pty Ltd.
"I have used Flevy services for a number of years and have never, ever been disappointed. As a matter of fact, David and his team continue, time after time, to impress me with their willingness to assist and in the real sense of the word. I have concluded in fact
that it is not at all just a repository of documents/resources but, in the way that David and his team manage the firm, it is like dealing with consultants always ready to assist, advise and direct you to what you really need, and they always get it right.
I am an international hospitality accomplished senior executive who has worked and lived during the past 35 years in 23 countries in 5 continents and I can humbly say that I know what customer service is, trust me.
Aside from the great and professional service that Flevy's team provide, their wide variety of material is of utmost great quality, professionally put together and most current.
Well done Flevy, keep up the great work and I look forward to continue working with you in the future and to recommend you to a variety of colleagues around the world.
"
– Roberto Pelliccia, Senior Executive in International Hospitality
"As an Independent Management Consultant, I find Flevy to add great value as a source of best practices, templates and information on new trends. Flevy has matured and the quality and quantity of the library is excellent. Lastly the price charged is reasonable, creating a win-win value for
the customer, Flevy and the various authors. This is truly a service that benefits the consulting industry and associated clients. Thanks for providing this service.
Download our free compilation of 50+ slides and templates on Organizational Design, Change Management, and Corporate Culture. Methodologies include ADKAR, Burke-Litwin Change Model, McKinsey 7-S, Competing Values Framework, etc.
Download our free compilation of 50+ slides and templates on Organizational Design, Change Management, and Corporate Culture. Methodologies include ADKAR, Burke-Litwin Change Model, McKinsey 7-S, Competing Values Framework, etc.
Click main image to view in full screen.
