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Socratic Feedback


For those who have mastered the feedback model, there is a variation that works well - if done correctly.


Socratic feedback, sometimes called as mirror feedback, is where the manager doesn’t directly give the feedback, but helps the employee do some discovery to identify the feedback himself. It works equally well for positive or negative feedback.


For example, if an employee is having trouble communicating with someone, I ask questions about what happened and why he thinks it got the result it did. Often, the employee - by having to dig deep into the process by answering the questions - finds the answer himself.


This is especially beneficial because it models a framework for someone to solve problems on their own in the future. 


A word of caution: using this method takes some practice to do well. Only start to experiment with it after you have mastered the standard feedback model.

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