👉 Giving feedback is a valuable skill that can drive professional growth and success. Carlos Brito, CEO of AB InBev, emphasizes the importance of tough and constructive feedback in his career. In this article, we will explore how to write constructive feedback effectively, using a simple technique called CCCS: Context, Behavior, Consequence, and Suggestion.

"When people ask me about crucial moments in my career, I always talk about the tough, constructive feedback I've received. I've always had managers and board members genuinely interested in my success, and who, therefore, gave me tough, constructive pieces of feedback when necessary. Never destructive but honest, conveying what I needed to hear, and not what I wanted to hear."

Carlos Brito, CEO, Anheuser-Busch Inbev

Giving feedback is a skill that can be improved with practice. In this article, you will have the opportunity to learn a simple and effective technique that can significantly enhance the quality of your feedback.

The CBCS approach means that your feedback should include Context, Behavior, Consequence, and Suggestion:

This refers to the situation in which the behavior occurred. It's important to be specific when describing the situation in which the behavior was observed. Avoid limiting your feedback to a single occurrence, as it can make the recipient feel personally attacked. Focusing on the behavior in a specific situation helps steer the conversation towards concrete actions.

This pertains to the course of action chosen by the person. Often, the person may not be aware that there were other available options for behavior. By highlighting the specific behavior, you enable the recipient to better understand what is being addressed.

This reflects the impact that the course of action had on the colleague's, team's, and company's performance. It's crucial to emphasize how the behavior affected performance in practical terms. This demonstrates that the feedback is not merely a matter of personal preference but an opportunity to improve performance in a tangible way.

The suggestion for improvement is what makes the feedback useful, actionable, and constructive. By offering a suggestion, you are pointing towards a better path for the person. This shows that your goal is not just to criticize them but to genuinely show an interest in their development.

👉 Let's analyze an example to illustrate how to apply the CCCS framework in constructive feedback:

"Lynne, 

Yesterday, on our weekly planning meeting, you cut me off before I had finished presenting my arguments about why I don't think doing a week-long event is the best way forward. When you did that, I felt my opinion didn't matter to you, and maybe that you don't hold my views in high regard. I'm not sure if that was your intention, I think it wasn't. 

So I’d like to suggest you to consider being more patient, and letting people finish their lines of thought before you intervening. I know it can be hard when we're in a hurry and invested in something, but I think it helps the team to work better together. I'd love to chat more about it offline, if you want to.

Cheers,

Sandra"

🟣 Context: In yesterday's meeting where we presented the new Help Center for MI-6 clients.

🟣 Behavior: During the meeting, you made some irrelevant comments that were not related to the topic under discussion, such as when you talked about your experience as a bartender.

🟣 Consequence: When this happens, there is a risk of you appearing less experienced than you actually are, which can compromise your credibility. Additionally, such comments can divert the focus of the meeting, hindering the adoption of the new tool.

🟣 Suggestion: To avoid these issues, I suggest that you keep your comments aligned with the agenda during meetings. This will help strengthen your professional image and ensure that discussions are productive.

In this example, all parts of the CCCS framework are applied to provide clear and constructive feedback. The context is established, the behavior is specified, the consequences are highlighted, and a suggestion for improvement is offered to guide the feedback recipient.

Tags play an important role in grounding your feedback, making it less personal and more aligned with the collective vision of the company when received by the person you are providing feedback to.

In Qulture.Rocks, we offer the functionality of using tags that represent the pre-established values and competencies of your company to support your feedback. By selecting a tag, you can also indicate whether it is being used as an example of an area where the feedback recipient can improve or as recognition for exemplary performance. This helps contextualize the feedback within the organization's frame of reference.

It is crucial to remember that using the "can improve" tag does not imply labeling the person as "bad," "below expectations," or any negative term. This tag is simply a way to identify an area where a colleague can enhance their skills. Similarly, choosing the "doing well" tag does not mean the person is "excellent" or "above expectations." Even highly talented individuals can receive many "can improve" feedbacks due to the high expectations everyone has for them.

Providing constructive feedback is a skill that can be improved and brings numerous benefits to individual development and team growth. By using the CCCS technique, you can deliver more effective and targeted feedback. Remember to provide specific context, describe the observed behavior, highlight practical consequences, and offer suggestions for improvement. Additionally, by using appropriate tags, you align your feedback with the collective vision of the company, avoiding negative interpretations.

However, it is essential to remember that the use of tags should not be taken to extremes but rather as a way to identify areas for growth and recognize strengths. By adopting a balanced and constructive approach, you will contribute to a more productive and collaborative work environment, promoting the personal and professional development of everyone involved.

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