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WINS Model: How to Reflect and Gain Feedback
Do you struggle and groan at the thought of reflecting on a project or completed work, or of getting feedback from others? There is a cringe-free way of reflecting and giving/receiving feedback.
At my previous workplace, I heard a leadership coach delivering a presentation on feedback that included, in my opinion, one of the greatest models for reflecting on completed or on-going work, projects, or provided feedback. And no, it was not the “feedback sandwich” method, which is where you start with positive feedback, followed by constructive criticism (or not-so positive feedback), followed by more positive feedback.
Have you experienced this type of feedback? It’s like a bad break-up tactic. I imagine a couple at a coffee shop or ice cream parlor ('cause that’s where all break-ups happen, right?), and it goes a little something like, “Hey, you’re great — this isn’t working out, but you’re still great.” Hits a little too close to home, right?
This type of feedback can, and often does, come across as insincere or insensitive. The receiver feels their interests are not being considered and may see the conversation as one-sided, instead of as an open dialogue. I think this reflects current challenges many of us experience when receiving feedback or engaging in real-time reflection.
Then there’s the challenges faced by those working independently who find it difficult to initiate meaningful self-assessment. It’s natural to say things are going great and just keep moving in the same direction, but this may cause you to miss valuable lessons and overlook growth opportunities due to a lack of knowledge or guidance.
Here is the model the leadership coach taught me — the WINS Model. Fair warning, it isn’t groundbreaking, but it offers significant value when applied to reflection and feedback processes.
W – Well
What went well?I – Improve
What would you improve?N – Needs
Are there "needs" for next time?S – Support
What support do you need?Like I said, this approach is not groundbreaking, but after introducing it at UAB, my supervisor found it valuable enough to make it our go-to method of giving and receiving feedback. I encourage you to pick a feedback method for yourself — preferably not the feedback sandwich! Feedback is important, and delivering it effectively is even more important.
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Written by Kal Keiffer, L&D Specialist