the feedback I gave was always structured on the ‘what’ and ‘how’. The ‘what’ covered areas I think they handled well, and where they could have done better. This could be about results, specific activities, performance against goals, etc. However, I did not stop there. I always went to the ‘how’. The ‘how’ was about their method to the answer, their core capabilities which resulted in the performance they delivered. I would give my hypothesis on what enabled them to perform well in some areas and what capability issues prevented them from performing well in others. When you stop at saying
...more
