Key Points: The AID feedback model is a simple, but somewhat limited method of delivering feedback. It stands for Action, Impact, and Development. It’s limited in that it’s very one way, leaving little space for discussion unless expanded.
The AID Feedback Model
This simple model stands for Action, Impact, and Development, each of which is deemed to be a component of effective feedback delivery. The view is that by providing someone with these three building blocks of a message, that they will grow and improve.
The Three Building Blocks of AID
The examples used below relate to a broadly favourable piece of feedback, but the model can be used for purely constructive feedback too.
A – Action
The first step in the AID model involves describing the specific action or behaviour that is the focus of the feedback. This step requires the feedback giver to observe and articulate what the individual did, ensuring that the description is objective and factual. Avoiding generalisations and focusing on concrete examples helps prevent misunderstandings and defensiveness. Example: “In your presentation yesterday, you shared a clear summary of where we are in the design of this leadership development programme.”
I – Impact
The second component focuses on the impact of the observed action or behaviour. This step involves explaining the effects or consequences of the action on the team, project, or organization. Highlighting the impact helps the recipient understand the significance of their behaviour and its broader implications. Example: “As a result, the leadership team had a clear understanding of our progress and felt more confident about the impact this programme will have.”
D – Development
The final component of the AID model keeps some focus on continued development. This step involves offering suggestions or guidance on how the individual can maintain positive behaviours or improve in areas that need development. Providing specific and actionable advice helps the recipient know what steps to take next. Example: “To make your future presentations even more effective, you might consider using more visual aids to illustrate your points.”
Learning More
Those of you who have spoken to us will know we have pretty strong views on feedback. We understand that receiving feedback well can be difficult and that feedback can feel like a social threat. We also know that receiving feedback can be triggering, causing our amygdala responses (fight or flight) to kick in. Given this, we think it’s good to focus on learning to receive feedback well before focusing on learning to give feedback well.
There are several posts in this site on various feedback tools and models which might be helpful. These include 360 degree feedback, the stop, start continue framework, The COIN model, the feedback review matrix and the CEDAR model. There are also some tools we think you should avoid, including the feedback sandwich. It’s worth noting that the AID model is pretty similar to the SBI model.
Our podcast on feedback might also be helpful. You can listen to it below.
Our View
Feedback. What a subject!
People speak to us all the time about feedback, and they are almost thinking about constructive or critical feedback as opposed to positive feedback, which is often forgotten.
Feedback can be a difficult and emotionally laden topic to discuss, and thing to do in the workplace. And it’s in this discomfort that the challenges live. Because of discomfort, people receiving feedback don’t always respond well or hear effectively. Because of discomfort people delivering messages often don’t actually say what needs to be said.
The AID model is a fairly helpful tool to help us overcome some of these challenges, but it’s pretty limited. While it is undeniably very helpful in specific situations where there is a clear new course of action to be unambiguously shared (Development), in other areas it falls down.
We think that having actual, open conversation that are two way is essential for more nuanced and complicated situations.
How We Help Organizations
We provide leadership development programmes and consulting services to clients around the world to help them become high performing organizations that are great places to work. We receive great feedback, build meaningful and lasting relationships and provide reduced cost services where price is a barrier.
Learning more about who we are and what we do it easy: To hear from us, please join our mailing list. To ask about how we can help you or your organization, please contact us. To explore topics we care about, listen to our podcast. To attend a free seminar, please check out our eventbrite page.
We’re also considering creating a community for people interested in improving the world of work. If you’d like to be part of it, please contact us.
Sources and Feedback
Our knowledge of this model is from delivering workshops and we’re note sure of the orginal source to cite for it. If you know, please do let us know and we’ll update accordingly.
We’re a small organization who know we make mistakes and want to improve them. Please contact us with any feedback you have on this post. We’ll usually reply within 72 hours.
