{
  "schema": "vedokrok.public-item.v1",
  "release_id": "MHC-RPUB-20260920-75ad787a",
  "url": "/knowledge/define-the-behavior-before-opening-the-feedback-conversation",
  "id": "MHC-D-RESEARCH-0589",
  "version": "0.1.0",
  "title": "Define the behavior before opening the feedback conversation",
  "summary": "Feedback cannot change a noun.",
  "kind": "protocol",
  "body": "Translate the concern into an observable behavior tied to a real task or goal. Name what currently happens, what useful behavior would look like, and the situation in which the difference matters. Use that target to keep the conversation out of personality diagnosis.",
  "limits": [
    "Some performance concerns involve systems, role conflict or capacity rather than individual behavior; do not force every problem into personal feedback."
  ],
  "topics": [
    "union-feedback-to-behavior-change"
  ],
  "intents": [],
  "source_ids": [
    "RS-E45D44A4C8BBA7E7",
    "RS-C261A3B526BEC2C0"
  ],
  "evidence": [
    {
      "claim": "Feedback research distinguishes task, process, self-regulation and self-focused feedback, with task/process information generally more directly useful for changing performance than praise or trait-level comments.",
      "source_id": "RS-E45D44A4C8BBA7E7",
      "role": "supports",
      "note": "Most evidence in this source is educational and effects vary by task complexity and design.",
      "locator": "Feedback levels and effectiveness discussion"
    },
    {
      "claim": "Feedback interventions appear more useful when they direct attention toward the task and possible improvement rather than threatening self-esteem or shifting attention to the person.",
      "source_id": "RS-C261A3B526BEC2C0",
      "role": "supports",
      "note": "This is a mechanism-level pattern, not a guarantee that neutral wording will prevent defensiveness.",
      "locator": "Discussion of Feedback Intervention Theory moderators"
    }
  ],
  "use_when": [
    "You know something should improve but the complaint is still a label such as 'communication' or 'ownership.'"
  ],
  "avoid_when": [
    "Some performance concerns involve systems, role conflict or capacity rather than individual behavior; do not force every problem into personal feedback."
  ],
  "example": "Replace 'be more proactive' with 'when a dependency blocks the task for a day, raise it with owner, impact and next option.'",
  "check": "A third party could observe whether the target behavior happened.",
  "steps": [
    "A third party could observe whether the target behavior happened."
  ],
  "sources": [
    {
      "id": "RS-E45D44A4C8BBA7E7",
      "title": "The Power of Feedback Revisited: A Meta-Analysis of Educational Feedback Research",
      "url": "https://pmc.ncbi.nlm.nih.gov/articles/PMC6987456/"
    },
    {
      "id": "RS-C261A3B526BEC2C0",
      "title": "Effect of face-to-face verbal feedback on workplace task performance of health professionals",
      "url": "https://pmc.ncbi.nlm.nih.gov/articles/PMC7170595/"
    }
  ],
  "relations": [
    {
      "from": "MHC-D-RESEARCH-0589",
      "to": "MHC-D-RESEARCH-0590",
      "type": "use_before",
      "url": "/knowledge/separate-the-observation-from-the-story-about-the-person"
    }
  ],
  "collections": [
    {
      "id": "RC-159BAAB9ADC60CB8",
      "title": "Turn feedback into one behavior that can actually change",
      "url": "/collections/turn-feedback-into-one-behavior-that-can-actually-change"
    }
  ]
}