Spill the BEANs: A Better Way to Give Constructive Feedback
- Leslie Speas
- Nov 7
- 2 min read
Giving constructive feedback can be tricky. Even when your intentions are good, the conversation can quickly go sideways.
That’s why it helps to have a plan. A structure. Something that keeps the discussion focused on solutions rather than emotions.
One of my favorite tools for this is the BEAN Model. It’s simple, practical, and helps you prepare for a successful feedback conversation
The BEAN Model for Constructive Feedback
Here’s how it works:
B – Describe the Behavior
Be descriptive, specific, and timely. Use “I” statements instead of “you” statements because they come across as less threatening. Focus on what the person did (the behavior), not who they are (the person).
E – Share the Effect
Shared the actual or potential effect of the behavior. Help the person see the impact their actions may have on others, the team, or results.
A – Ask for Input and Explore Alternatives
Pause and ask them to share their perspective on the situation. In most cases, there is your view, their view, and reality is somewhere in the middle. This helps fill in the gaps and make the conversation two-way, not one-sided.
N – Determine Next Steps
Collaborate to define clear next steps. What can each of you do differently going forward?
Example: Negative Nelly
You’re leading a meeting, and you invite feedback from the team on a new initiative. Negative Nelly mutters just loud enough for everyone to hear, "I don't know why you're asking for our feedback. Management is going to do what they want anyway."
You decide to address this privately afterward, as you felt it was inappropriate and dampened participation.
P.S., if you recognize the Nelly here, you are probably a Gen X or Boomer.
Using the BEAN Model, your conversation might go like this:
Behavior:
“Nelly, during the meeting, I overheard your comment that management would do what they want anyway.”
Effect:
“That took the meeting in a negative direction, and I noticed others became less willing to share ideas.”
Ask:
“Can you share what prompted that comment? I’d like to understand your perspective.”
Next Steps:
“Going forward, let’s talk through any concerns directly one-on-one, so we can work together to address them.”
Why I Like the BEAN Model
There are a number of feedback frameworks — but I love this one because it builds dialogue, whereas most are one-way. Plus, I came up with it:)
Feedback isn’t about blame. It’s about clarity, connection, and growth. So next time you need to have a constructive feedback conversation, give the BEAN model a try. You might be surprised how much smoother (and more productive) it goes.
And if you’d like help sharpening your feedback skills or coaching your leaders to do the same, let’s connect. I offer a feedback workshop for leaders and employees, and a Boss to Coach workshop that covers this among other topics.