🚀 FFFFuel up with our 4Fs framework

<aside> 💡 This framework is the 🔑 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. 🖼️ Frame the conversation

• Start with why: Signpost what’s going to be discussed**,** when and why it’s 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. 💬 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 report’s perspective. This is a conversation, not a speech from you.

3. 🔁 Feelings

• Label, Listen, Learn
• People will have an emotional response, whether you make space for it, or not… You can’t live our values every day without personal investment.
• **Label**Support them to identify what it is they’re feeling and why.
• Listen, Learn about what’s driving their emotional response: what really matters to them, what’s frustrating them, where are they uncertain, anxious or confused? This will help you champion their growth.
• Make sure there are boundaries in place
  • you don’t have to take responsibility for fixing their emotions**,** that’s something Oliva: Mental Healthcare can support with
  • but allowing space for emotions will help you understand their perspective: which is key to empathic leadership.

<aside> 💡 NB You may need to move back and forth between Feedback and Feelings - Remember, it’s a loop, not a line.

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4. 🔮 Future

• It’s time to look forward, now