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I’m really excited about the feedback tool I’m sharing today.

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Most leaders and teams are leaving good money on the table by not exchanging feedback.

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When teams rapidly exchange feedback, magic happens:

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✅  Teams improve faster.

✅ Your employees will learn to trust each other more.

✅ Teams feel more confident to innovate.

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Introducing the IL/IW/WI framework

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I first learned about the “I Like, I Wish, What If” framework from the Stanford d. school. This is a popular technique for teams to exchange rapid feedback without stepping on anyone’s toes.

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How does the IL/IW/WI work?

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Let’s assume your team’s struggling to engage clients during a QBR.

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Step 0: Schedule a feedback session with your team.

👉 Purpose: Share candid feedback on how the QBR went and ideas for improvement.

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Step 1 goal: Individuals start by sharing what they liked about the presentation. (The order is important)

• “I liked how we allocated more time for the Q&A section.”
• “I liked our clock management. We didn’t go over.”
• “I liked how we engaged the SVP from the start.”

Step 2 goal: Individuals share one thing they wish could’ve been done differently.

• “I wish we had better timelines for our roll-out section.”
• “I wish we had better answers for the CMO.”
• “I wish we had smoother transitions between sections.”

Step 3 goal: Individuals share a “what if” to recommend areas of improvement.

• “What if we did a dry-run next time?”
• “What if we tried fewer slides, more demo?”
• “What if we worked together on building the agenda?”

Step 4 goal: Step back and analyze the full picture together.

As a leader, I want you to facilitate the session by getting curious:

• “Jim, what did you like about our engagement with the SVP?”
• “Pam, how can we make our timelines better next time?”
• “Dwight, tell me more about the new format you’re suggesting.”

Do

• Listen, observe, and ask questions.
• Thank people for their courage.
• Rinse and repeat.

​Don’t

• Blame and shame.
• Nitpick in this session.

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Why IL/IW/WI?

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[I like] motivates your employees.

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Adding the phrase “I like” at the start of your feedback gives it more weight. Just saying “I like” intentionally will make your feedback meaningful to the listener.

When everyone shares what they like, team morale goes up.

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[I wish] makes feedback digestible without the heartburn. ​
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Adding the phrase “I wish” at the start of your feedback makes it safe for the giver and receiver.

It’s a great way for teams to share constructive feedback in a pleasant way. The focus is on learning together, not blame and shame.

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[What if] will open up possibilities you didn’t know existed.

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The phrase “What if” teaches your teams the courage to look into the future and build their risk-taking muscle. Progress can’t be made if teams don’t have the ability to future-focus.

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Without a system of rapid feedback, most teams will remain stuck.
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I hope you try this exercise. Let me know how it goes.

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​Ali

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