Remember the acronym, FAST—Frequent, Accurate, Specific, and Timely. If you add this acronym to the core competency of coaching—feedback—you get a simple model that is easy to learn and teach to other managers: FAST FEEDBACK.

Situation, behaviour and impact (SBI) model This is a simple structure that's most beneficial for fast, on-the-spot feedback.

Fear of Bringing Them Down It's easy to think that glowing feedback (“you're great; don't change a thing”) will raise their confidence and boost their performance. Perhaps they're a superstar, and we fear that giving them constructive feedback will discourage and push them to seek roles elsewhere.

“You excel in so many areas of this job, and your contributions are invaluable. However, we notice that you could benefit from further developing your [name of skill]. We would happily provide you with additional resources to master this skill.” This constructive feedback example is supportive and solution-oriented.