The Aid Feedback Model
The AID Feedback Model
Definition: The AID feedback model is a three-step method to give constructive criticism (feedback) in order to create positive changes in behaviour. AID is an acronym with each letter standing for a concept:
A = Action.
I = Impact.
D= Do differently.
Let us look at each in turn.
1. Action.
We begin the feedback by clearly and objectively identifying the action or omission, that is the subject of the discussion.
Please note the terms "clearly and objectively". We identify the wrong action in specific, factual language, not with vague and emotive language.
Examples of effective use of objective language:
- "You were twenty minutes late for the meeting and did not explain your lateness".
- "You failed to pick up the visitor from the station as arranged".
Examples of the ineffective use of emotive, subjective language:
- "You were very rude this morning when you were 20 minutes late for the meeting and you couldn't even be bothered to explain your lateness".
- "You failed to pick up the visitor from the station and you let us all down, especially yourself"
2. Impact.
Next, we state the negative consequences of the action or the inaction, and again we try to keep to a minimum the verbalisation of negative emotions. Instead of negative emotions we explain the negative factual consequences. For example:
Action: You were twenty minutes late for the meeting and did not explain your lateness.
Impact: Consequently, we had to spend time repeating what had been said in your absence, which was a waste of time for everyone else.
3. Do differently.
In this final step, we suggest a specific corrective action which we ask the other person to commit to, in the future.
We introduce the corrective action with the phrase: "In future would you please ...... (insert here a request for a specific corrective action)".
Now the full script reads:
Action: You were twenty minutes late for the meeting and did not explain your lateness.
Impact: Consequently, we had to spend time repeating what had been said, in your absence, which was a waste of time for everyone else.
Do differently: In future, would you please ensure you arrive on time, or early, for meetings?
AID Feedback Summary.
The AID feedback model is a three-step protocol to give constructive criticism (feedback) in order to create positive changes in behaviour.
- Action: Name the negative action in specific, objective terms.
- Impact: Name the factual negative consequences which the action caused.
- Do differently: Using the phrase, "In future, would you please ... (and name the suggested corrective action and ask the person to commit to in the future)".
Communication Skills Training
To learn more about effective feedback, please attend our one-day Communication Skills Training.
Blogs by Email
Do you want to receive an email whenever we post a new blog? The blogs contain article 5-10 minutes long - ideal for reading during your coffee break!
Further Reading in People Management
-
How to Use Behavioural Modification
It is easy to give in to someone to "keep them quiet" but giving in to bad behaviour will only encourage them to try the same tactic in the future. We explore the causes of bad behaviour and ways to modify the behaviour.
Read Article > -
The AID Feedback Model
What is the AID feedback model and how can we use it to give constructive feedback, to bring about positive changes in behaviour?
Read Article > -
Better People Management Skills
Improving your people management skills will help you to make more progress towards your goals. At home too, your happiness is directly related to how much cooperation you can get from your family.
Read Article > -
Talent Management in the Post-Covid World
In the post-Covid world of more remote working, talent managers must be able to spot the staff with extra qualities, over and above the core essentials they need. We examine what they should be looking for.
Read Article > -
How to Separate Reasons From Excuses
Many people believe in the concept of a 'reasonable excuse'. This is a misconception, since reasons are very different from excuses. We examine the differences between excuses and reasons and show you how you should treat them both.
Read Article >
Looking for People Management Skills Training?
If you're looking to develop your People Management Skills, you may find this People Management Skills Training Course beneficial:
Open Training Course Pricing and Availability
Next Open Course Starts in 23 days, Preston, places available