More On Feedback

Introduction

Feedback is important for effective learning to improve performance.

People need 3 things

"... - a clear goal
      - a genuine desire to achieve that goal
      - feedback that indicates what they are doing well and what they are not doing well..."

Jenny Porter, 2019

Linked with feedback is clear performance targets and data measurement of these targets

Need to be careful of

"...Low-quality feedback is not useful. Positive feedback is undervalued, and negative feedback delivered unskilfully can actually cause physical pain..."
Jenny Porter, 2019

Ten Elements of Effective Feedback

i) build and maintain a psychologically safe environment (as sharing authentic feedback can be risky, you need to assure everybody that honesty will not be met with negative repercussions; you need to be

- curious (have the right mindset, ie be willing to learn; use open-ended questions)

- reward candour (be willing to explore different perspectives, even if you disagree with them)

- show vulnerability (be willing to acknowledge your weaknesses, mistakes or failures along the way)

ii) ask for feedback skilfully (ask about specific events, worrisome patterns, personal impact, recommendations, etc)

iii) request both positive and negative data (positive feedback shows the areas that you do not need to work on and can increase motivation to focus on behaviours that need changing; positive feedback is different from praise; generally praise

"... does not give us enough information to understand what we are doing effectively so that we can repeat the behaviour..."
Jenny Porter, 2019

iv) when receiving feedback, give your full attention and listen carefully (eliminate distractions; focus fully on the person giving the feedback; resist the temptation to evaluate the accuracy of the information)

v) don't debate or defend (even if disagreeing with the feedback, do not offer contradictory evidence or challenge the feedback)

vi) be aware of your own reactions (recognise that you may feel happy, and/or angry, and/or confused, and/or frustrated, etc at the feedback; if need be, explore your reactions and take responsibility for them)

vii) demonstrate gratitude (convey your sincere appreciation and thanks for the feedback)

viii) reflect and evaluate (think through the meaning and implications of the feedback, ie what have you learnt from it; consider what needs improving and work on it)

ix) make a plan and take action (understand 1 or 2 capabilities that need improving; understand what improvements look like; then start the process, ie develop a plan and take actions)

x) sustain progress and share updates (as it takes weeks for new behaviours to become new habits, be prepared to revisit feedback providers to request evaluation of your improvements)

NB Feedback is an important part of the learning process.

 

Search For Answers

designed by: bluetinweb

We use cookies to provide you with a better service.
By continuing to use our site, you are agreeing to the use of cookies as set in our policy. I understand