"Do/Try/Consider": The feedback hack
Summary
A simple framework for leaders to give effective feedback - 'Do, Try, Consider' - can help founders and designers distinguish between must-do, optional, and exploratory feedback, saving time and reducing confusion.
Key Takeaways
- Feedback from leaders should be categorized as 'Do' (mandatory), 'Try' (optional), or 'Consider' (exploratory) to clarify expectations.
- The 'gravity' of a leader's feedback is often stronger, so explicitly naming the type of feedback can help teams understand the urgency and priority.
- For designers receiving feedback, the 'Do/Try/Consider' framework helps filter out low-priority suggestions and focus on the most critical changes.
- Providing different feedback types ('Do/Try/Consider') allows teams to experiment with new ideas without feeling pressured to implement everything.
- Leaders should use the 'Do/Try/Consider' framework to be more intentional and transparent when giving feedback to their teams.
- The 'Do/Try/Consider' feedback framework helps founders, designers, and tech professionals align on priorities and reduce confusion around implementation.
Related topics
Transcript Excerpt
What feedback should I take and what feedback should I discard? As a designer, it can be tough to know, especially with leadership. It's like when I give feedback, does that mean I have to do this or was Ryan just throwing out some ideas, right? Aana came up with a framework called do, try, consider. Do is basically like this is feedback you must do. You must make this change before you can progress. Try is like I would like you to try this idea. It might not work. You definitely don't have to do it, but I want you to at least try it. And consider is here's five ideas. Take them or leave them. Up to you. And I think calling that out can be helpful for everybody when they put feedback down, but I think especially for leaders because the gravity of your feedback probably stands out a bit.…