Structure feedback

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My colleague and fellow DiSC trainer Sara Bordeaux recently shared with me the STAR method to make feedback more effective and easier to hear.

The STAR method helps leaders structure feedback around facts instead of assumptions:

ST – Situation/Task: What was happening?

A – Action: What did the person do?

R – Result: What happened because of that action?

STAR reduces vague criticism and helps people learn from specific situations. 

You can even combine it with DiSC...

D-styles appreciate direct feedback tied to outcomes.

During the client presentation (ST), you spent 20 minutes reviewing background information (A). As a result, we ran out of time to discuss next steps and didn't secure a decision (R). If you had shortened the overview and moved more quickly to recommendations (AA), we likely would have left with a commitment and a timeline (AR).

i-styles respond best when feedback acknowledges their strengths and relationships.

During the kickoff meeting (ST), you brought a lot of energy and got everyone engaged (A). The result was high participation and enthusiasm (R). One thing you might try next time is creating more space for quieter team members to contribute (AA). That could help everyone feel included and lead to even better ideas (AR).

S-styles appreciate a supportive tone and time to reflect.

When the new process was introduced (ST), you waited several weeks before raising concerns (A). As a result, some issues weren't identified until after implementation (R). What might have happened if you had shared those concerns earlier (AA)? We may have been able to make adjustments before rollout and reduce stress for the team (AR).

C-styles want facts, logic, and clear reasoning.

In the quarterly report (ST), several data sources were combined without documenting assumptions (A). The result was that stakeholders questioned the findings and requested revisions (R). If the methodology and assumptions had been documented upfront (AA), the report likely would have been accepted more quickly and with greater confidence (AR).

Frameworks don't replace good leadership, but they give us a common language. Combine STAR with an understanding of DiSC, and feedback becomes less about criticism and more about helping people grow.

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