Collaborative Feedback
The CEDAR Feedback™ Model

Giving feedback is a core part of a manager's role. But it's fraught with problems for bosses and team members alike!

The CEDAR™ model supports collaborative feedback, which allows people to take the lead in conversations about performance with their managers.

CEDAR stands for Context, Examples, Diagnosis, Action, and Review.

1. CONTEXT

Your people will likely be more open to feedback if they understand how it fits into the overall performance, and know how their performance impacts their colleagues.

2. EXAMPLES

Be clear and specific in describing the performance you've seen.

Take the lead in recognizing successes, as this gives you the chance to offer praise. But let your team member identify more difficult examples.

3. DIAGNOSIS

Instead of passing judgment, help your team members to explore why they are where they are. Create this insight by asking open-ended questions, such as, "What led up to where you are now?"

4. ACTION

Now it's time to apply what you've learned from Steps 1 to 3 by setting goals and creating a plan of action!

Keep the collaborative tone going by helping your team members identify these goals and  actions. You can prompt them by asking, "What outcomes are you aiming for?" and "What actions do you need to take to achieve it?"

5. REVIEW

Organize a review schedule with your team members. This will help you to monitor progress jointly, and to troubleshoot problems or to celebrate successes on their journeys to achieving their goals.


CEDAR™ used with permission from Anna Wildman, director, 'Oil in the Engine.' The CEDAR™ Framework is copyrighted and trademarked.


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