2 How to use the 4C model?

The 4C model can be used in various situations and contexts, such as performance reviews, coaching sessions, team meetings, or informal conversations. You can adjust the order, tone, and emphasis of each element depending on the purpose and nature of your feedback. To use the 4C model effectively, you should prepare your feedback in advance by considering the context, challenge, choices, and consequences. Furthermore, choose the right time and place for giving your feedback; make sure there is enough time and privacy to give your feedback and that the other person is ready to receive it. Additionally, begin your feedback by acknowledging the other person's strengths or efforts; this will help build rapport and trust. Then follow the 4C model by using examples, evidence, and questions to support your points. Lastly, close your feedback by summarizing the main points; express appreciation and support; and agree on next steps or follow-up actions. This will reinforce the message and encourage action and accountability.

3 What are the benefits of the 4C model?

The 4C model can help you give better feedback by making it more effective, efficient, and engaging. It focuses on the situation or behavior instead of the person, which reduces personal bias and increases objectivity. Additionally, it helps to balance positive and negative feedback, providing specific and actionable feedback to improve understanding and learning. Furthermore, the 4C model helps foster a collaborative and respectful feedback culture which strengthens relationships and trust. Ultimately, using the 4C model can reduce fear, anxiety, misunderstandings, silences, frustration, and conflicts.

4 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?