Feedback That Works

In Short

Deliver feedback that lands and drives behaviour change
Best for: CCL feedback methodology
Feedback That Works is a structured tool for coaching and facilitation. Deliver feedback that lands and drives behaviour change. It provides a repeatable framework that can be adapted to individual, team, and leadership development contexts.
Type of tool: CCL feedback methodology
Expected outcomes:
- Improved ability to deliver feedback that lands and drives behaviour change
- Improved capacity to what made the feedback land well? What made it difficult to deliver or receive?
- A concrete action or development plan to take forward from the Feedback That Works process

In Detail

Feedback That Works is a structured framework designed to help coaches, leaders, and facilitators deliver feedback that lands and drives behaviour change. It sits within the category of CCL feedback methodology, making it particularly useful for practitioners working on capability development, team performance, and individual growth in organisational settings.

In practice, Feedback That Works is delivered as a 6-step process. The process begins by introduce the CCL SBI model (Situation-Behaviour-Impact). The session closes by debrief: what made the feedback land well? What made it difficult to deliver or receive? 6. The structured approach ensures that participants move through a consistent experience while leaving room for the facilitator to adapt pacing and depth to the group's needs.

Feedback That Works provides a shared vocabulary that persists beyond the session itself. When team members reference the same model in day-to-day work, coaching outcomes become embedded in practice rather than remaining as isolated insights from a single workshop.

How to Use

1. Introduce the CCL SBI model (Situation-Behaviour-Impact). 2. Teach participants to distinguish between observation and interpretation. 3. Participants practice writing SBI feedback for three real examples before the session. 4. Deliver feedback in pairs using the SBI structure. 5. Debrief: what made the feedback land well? What made it difficult to deliver or receive? 6. Commit to one feedback conversation in the next 48 hours.

Pros and Cons

Pros	Cons
Provides objective, data-driven insights that reduce reliance on self-perception alone Creates a concrete baseline for measuring development progress over time Gives the coachee language and evidence to discuss development needs with stakeholders	Requires validated instruments and trained practitioners to administer and interpret correctly Results can be threatening or demoralising if not framed carefully by the coach Data reflects a point-in-time snapshot and may become outdated as context changes

Created by Center for Creative Leadership

When to Use

This tool is suited to the following coaching and facilitation contexts:

Context	Relevant
Individual Coaching	✓
Team Coaching
Leadership Development
Facilitation / Workshop	✓
Online / Virtual

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