How can you use the FUEL model for better feedback sessions?

1 Frame the feedback session

The first step of the FUEL model is to frame the feedback session by setting the context, purpose, and expectations of the conversation. This will help you create a positive and respectful tone to avoid surprises or misunderstandings. To do this, choose an appropriate time and place for the feedback session as soon as possible after the event or behavior that triggered it. Ask for permission to give feedback and explain why you want to share your observations and insights. Additionally, state the goal or outcome you want to achieve from the feedback session, such as improving a skill or aligning on a strategy. Lastly, emphasize the positive intent and value of the feedback to show appreciation, recognition, support, or guidance.

2 Understand the feedback recipient's perspective

The second step of the FUEL model is to understand the feedback recipient's perspective by actively, empathetically, and openly listening to their thoughts, feelings, and motivations. This helps to build rapport, trust, and mutual understanding while avoiding assumptions, judgments, or biases. To gain this understanding, you can ask open-ended questions that invite the feedback recipient to share their point of view. You can also use reflective statements to summarize or paraphrase what they said. Additionally, expressing empathy and validation can acknowledge the feedback recipient's emotions, needs, or values. All of these techniques together will help you to understand the feedback recipient's perspective.

3 Explore alternatives and solutions

The third step of the FUEL model is to explore alternatives and solutions by sharing your feedback, offering suggestions, and brainstorming options. This helps you provide constructive and actionable feedback that focuses on the future and behavior, not the past or person. To do so, you can use the SBI model (Situation, Behavior, Impact), EEC model (Example, Effect, Change), and GROW model (Goal, Reality, Options, Will). For example, with the SBI model you could say "In the last meeting (situation), you interrupted several times (behavior), which made it hard for others to contribute and disrupted the flow of the discussion (impact)." With the EEC model you could propose your suggestions in a positive and realistic way such as "For example (example), you could wait for a pause or raise your hand before speaking (effect), which would show respect and interest for other's ideas and improve the quality of the dialogue (change)." Finally, with the GROW model you can facilitate a collaborative problem-solving process by asking questions like "What is your goal for the next meeting (goal)? What is the current situation and what are the obstacles (reality)? What are some possible ways to overcome them (options)? What are you willing to do and commit to (will)?"

4 Lay out a plan and follow up

The fourth and final step of the FUEL model is to lay out a plan and follow up by agreeing on the actions, measures, and timelines for the feedback implementation and evaluation. This helps you ensure accountability, progress, and results and reinforce the feedback loop. To do this, you should use the SMART model to define the feedback actions and outcomes in a concrete, quantifiable, and realistic way. The PDCA model can be used to monitor and review the feedback execution and impact in a systematic, iterative, and continuous way. Additionally, you can employ the REACH model to support and motivate the feedback recipient throughout the feedback process and beyond. With these models in place, you can ensure that your feedback implementation is successful.