Ask-Tell-Ask Feedback Tips
A one page guide describing the steps of the Ask-Tell-Ask Feedback approach
| Step |
Purpose |
Suggested Techniques/Phrases |
| Set-up |
- Focus on developing a coaching relationship, no matter how much time you have together
- Goal is to help the learner grow and develop
- Create expectations about feedback
- It’s a two-way dialogue – their needs, expectations and perceptions matter
|
- I want to use our time together to help develop your skills/help you grow. Is this something you’d like to work on with me?
- What’s one thing I can focus on to help you improve?
- I plan to discuss feedback along the way
- How can I best support/coach you on this shift/ this week/this rotation?
|
| Observe |
- Get specific information about performance, focus on behaviors – not traits or general (perceived) attitude
- Can be: seeing a patient together, hearing a presentation, reading a note, doing a procedure
|
- Observations have merit and value even if only for a few minutes, or with a single patient
- Frequent observations and in-the moment feedback can lead to actionable suggestions and help build the coaching relationship over time
|
| Ask |
- Verify they are ready to discuss feedback
- Creating an opportunity for self- assessment and buy-in by learner
|
- Is this a good time for feedback? Shall we talk about how that went?
- How do you think that went? What went well? Anything you’d do different next time?
|
| Tell |
- Specific, about behaviors
- “I statements”, Nonjudgmental
- Use KEEP/STOP/START framework
- Check for bias!
|
- I heard, I saw, I noticed …
- I saw XX which was great, recommend you keep doing that, what I noticed didn’t work so well was YY, and I suggest that you try ZZ instead
|
| Ask |
- Ask for reflections on the feedback you just discussed
- Check how you can help with next steps
|
- How does that feedback sit with you? Is that helpful feedback? What are your takeaways?
- What can I do to help you with next steps? How can I coach you in developing these skills further?
|
