CEDAR
Updated 2026-08-13
INTRODUCTION
English translation pending.
CORE DEFINITION
The CEDAR feedback model is a framework for structuring feedback conversations, developed by leadership and management skills consultant Anna Wildman in 2003. Its five steps let the individual, rather than the manager, take the lead in discussing their own performance. C, Context, connects the team member's performance to the wider goals of the organization. E, Examples, supplies specific behavioral examples. D, Diagnosis, invites the employee into the discussion to analyze causes together. A, Action, has the employee propose their own improvement suggestions. R, Review, follows up on progress afterward.
SCAFFOLDING EFFECT
Reduce cognitive load
- Anchor to goals: connect the person's performance directly to the wider objectives of the organization. - Supply concrete examples: cite specific observable behaviors instead of vague general labels. - Hand over ownership: let the employee diagnose the causes and propose their own corrective fix.
Anchor fast decisions
Built on employee-led feedback. Performance is tied to organizational context, illustrated with real examples and diagnosed jointly, and because the employee drafts the action plan, ownership and follow-through both rise.
MINIMUM ACTION
In progress 0/1Practice this model in one real situation:
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Source support: Explicit
- annawildman.comhttps://www.annawildman.com/cedar-feedback-model/verified
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