đ FFFFuel up with our 4Fs framework
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đĄ This framework is the đ to nailing the Performance Snapshot Conversations.
You can refer back to it when planning how to approach the conversations with your Learnerbees.
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1. đźď¸ Frame the conversation
- Start with why: Signpost whatâs going to be discussed**,** when and why itâs important.
- Share the key facts and information up front so everyone is starting from the same place and no one gets antsy or worried about getting to the important news.
2. đŹ Feedback
- Use AID as a model for Feedback: Action, Impact, Do.
- Share context, not justification.
- Be detailed and specific.
- Base your feedback on actions and behaviour, not assumptions or personal characteristics.
- Feedback should be a loop, not a line. Seek your reportâs perspective. This is a conversation, not a speech from you.
3. đ Feelings
Label
, Listen
, Learn
- People will have an emotional response, whether you make space for it, or notâŚ
You canât live our values every day without personal investment.
- **
Label
**Support them to identify what it is theyâre feeling and why.
Listen
, Learn
 about whatâs driving their emotional response: what really matters to them, whatâs frustrating them, where are they uncertain, anxious or confused?
This will help you champion their growth.
- Make sure there are boundaries in place
- you donât have to take responsibility for fixing their emotions**,** thatâs something Oliva: Mental Healthcare can support with
- but allowing space for emotions will help you understand their perspective: which is key to empathic leadership.
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đĄ NB You may need to move back and forth between Feedback and Feelings - Remember, itâs a loop, not a line.
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4. đŽ Future
- Itâs time to look forward, now