Campus Blog

And the Winner is...

Sarah Evers February 16, 2015

You know the feeling, right? You're on the edge of your seat. The anticipation is growing. You've watched the competition or reality show ( Celebrity Apprentice : Leeza or Geraldo? Don't tell me. I haven't watched the finale yet!) as the participants jumped through hoops, overcame obstacles, performed silly stunts, fought for the rose, defended themselves in the board room, etc.

After all that work, who will win?

I have that same feeling of anticipation after giving a talk, leading a Bible study, facilitating a meeting, spearheading a working group or guiding a training. Everyone wants to know if they are a winner in their everyday life and work.  We long for feedback in a meaningful way   yet the frequent but description-less "good job" and "that was great" seems like empty fluff.  Empty feedback doesn't help me discern if I won. And I like to win.

So how can we give and receive feedback quickly, succinctly and in a helpful, productive way? Let me introduce you to the WIN Model of Review and Evaluation. I learned it from Creative Results Management's coaching certification program. It's simple and short with only three questions. That means you can walk through it with a trainee or friend in less than 5 minutes and give helpful, informative, developmental feedback.

But the best part of this evaluation model, in my opinion, is that it distills all the could-be-improved items to ONE action point for growth. It creates focus, especially if there's lots of room for growth.

 

WIN Model of Review and Evaluation

What went W ell?  List 3 successful elements

What could be I mproved?  List 3 possible improvements

What will you do differently N ext time?  Commit to 1 action for change and growth

Here's a  link to a Google Slide of the WIN Model  so you can use it with your team, trainee or on your own.

I find it most useful when the person who just led the event, talk, etc gives their answers before the observer does. Or you can use it on your own for a quick debrief. I do that often.

Note: It seems that some people have a hard time identifying three things they did well, especially if they are novices, and an easier time listing three items for improvement. As people grow more comfortable through familiarity, it may become more challenging to find areas of improvement.

In light of that, this a great tool to give feedback to someone who has a lot of experience but not a lot of expertise or excellence. It gives everyone a chance to chime in on celebration and improvement points, and focuses on ONE action step for growth.

Experiencing meaningful feedback is a key discipline to helping others experience the thrill of a job well done, the thrill of the win.

 

Image by Flickr user pieshops@gmail.com and used under Creative Commons license.

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