What are the most common feedback models for presentation skills training?

Providing criticism is probably one of the most challenging conversations that we undertake in modern times. The idea is to not offend the other person as well as assure them that you are a well-wisher. The idea of the sandwich model is not to manipulate, rather it is to be polite. Being polite and direct in your criticism can build trust between the parties. With respect and trust, the propensity of taking feedback in good faith increases.

For the person giving feedback, it can make it easier to give negative feedback. Let’s face it: giving negative feedback is tough. And we know not many people wake up every morning excited to give negative feedback to their direct reports.So, this approach can really help

This is the model I’ve used most. I always asked them to critique themselves first and often found they were harder on themselves than I was. Providing the recommendations/critiquing between the positive observations made them more apt to receive the feedback and willing to implement the suggestions.

Ja, dieses Modell ist sicherlich sehr bekannt doch mittlrweile auch nicht unumstritten! Für mich geht s vorallem um den Punkt der Vorhersehbarkeit. Wenn das Sandwich-Modell regelmäßig angewendet wird, könnten die Empfänger das Muster erkennen und weniger auf das positive Feedback achten, da sie wissen, dass Kritik folgen wird.

The sandwich model is highly effective in case of sales pitch training. It starts and ends with positive, engaging elements, with constructive criticism in the middle. For example, if you are training a sales team, you can start by praising the trainees' enthusiasm & strong product knowledge. Then, address areas for improvement, like refining body language or using more persuasive language, offering specific techniques & role-playing exercises. Conclude by reiterating their strengths and potential for success with these improvements.

The SBI model is not a bad approach. However, being extensively objective while assessing inherently qualitative behaviours may not bring the desired results. The mental, emotional and physical state of the speaker, expectations and reactions of the audience must be analysed together in sync to bring out meaningful improvements.

I do like the SBI model for one reason, one of the outcomes is an understanding of the impact of the presentation. Does this accomplish what the speaker desired for it to accomplish? It CAN take into account that the speaker was looking to deliver a truly horrid tale. Another nice element is that the SBI model can help you take your presentation and tune it for the audience (it's not just the presentation, it's how many difference ways it can be used). By knowing who your audience is and what their behaviors are indicating as you speak you can adjust as needed.

As a communication trainer and coach, I value the SBI (Situation, Behavior, Impact) model for its clarity and effectiveness in providing feedback. I've noticed that some recipients may react emotionally, especially if the feedback highlights negative behaviors. Mastering the SBI model requires practice, particularly in accurately describing behaviors and their impacts. I also adapt its use to suit the formality of the context, as it can sometimes appear too structured for informal settings.

As a communication trainer and leadership coach, I find the COIN model effective, particularly in employee reviews. However, it tends to dwell on past actions, which can't be changed. That's why I lean towards Feedforward. This approach is future-oriented, emphasizing positive change and development rather than critiquing past behaviors. In my practice, I've seen how Feedforward fosters a more positive atmosphere, encouraging employees to focus on potential and growth. It shifts the conversation from past mistakes to future possibilities, making the feedback process more dynamic and constructive. This approach aligns well with my philosophy of empowering individuals to evolve and enhance their skills proactively.

Explore effective presentation feedback on LinkedIn using the 4A Model. Assess - evaluate key aspects of the presentation, Address - pinpoint specific areas for improvement, Acknowledge - recognize strengths, and Advise - provide actionable suggestions. Contribute to the conversation by sharing your personal insights and experiences. Be a trailblazer in shaping a collaborative space for refining presentation skills.

The best model I've ever used for receiving feedback was to record one of my presentations. Usually, within a few moments of listening to the playback, I've critiqued my voice, my pauses, my pace, filler words, the content, and I either want to turn off the playback and start over or finish it to see how I can repair it. I will generally do that twice before I solicit outside feedback.

We can also make use of the concept of Six thinking Hats to evaluate the presentation.The concept of Six thinking Hats gives us a better insight of the pros and cons of the presentation.

I've embraced the powerful concept of Feedforward. Unlike traditional feedback, which often fixates on past mistakes, Feedforward focuses on future potential and improvement. It's like teaching someone to craft pottery rather than trying to fix a broken pot. This approach shifts the conversation from past errors to future possibilities, encouraging positive change and development. In my sessions, I guide individuals to envision their future selves, identifying skills and behaviors they wish to develop. We then collaboratively explore actionable steps to achieve these goals. This not only fosters a more optimistic and forward-looking mindset but also empowers individuals to take charge of their growth.