This is a great model to use when you need to strongly assert your opinion and where there's little room for negotiation, making it ideal for a reprimand.
Like the BAR model introduced in Chapter 3, Addressing Specific Performance Issues, you will first give a summary of the event to be discussed. We already covered context setting in the previous chapter, so I'll use just one example here to illustrate this.
"Trevor, I want to talk to you about your timekeeping, and in particular the fact that you have been late three times this week."
At this stage, you can state the wider effect that the observed behavior is having in the workplace—perhaps on other people, results, public relations, or some ...