Where Teaching and Learning Matter
Image by City On Fire via Flickr
From time to time, you will need to give and receive constructive feedback. This can be a daunting process, and you can reduce stress and potential conflict by learning and practicising new skills. You can assist others to learn these new skills and practice them so they can improve their own and others performance.
Aim: Participants will use their knowledge and skills to give honest and respectful feedback to improve performance.
By the end of this session participants will be able to...
Knowledge: Explain the concepts and principles of constructive feedback.
Application: Give and receive constructive feedback to improve performance.
Caring: Be honest and respectful.
Human Dimension: Reflect on their own performance and work collaboratively with others.
Learning how to learn: Continue to learn more about giving and receiving constructive feedback.
Integrate: Integrate your experiences and reflections in a practice portfolio.
What are your understandings of the following terms:
NB: You may like to start a collaborative document or wiki so participants can share their ideas and resources. If you would like to know more about Wikis CLICK HERE. To start a wiki go to http://www.wikispaces.com/
What are the key benefits of giving and receiving constructive feedback?
What is good practice in giving and receiving constructive feedback?
Unlike critique, which is just negative feedback, constructive criticism includes timely and specific negative feedback with useful strategies for skill improvement, support and encouragement.
Principles of Constructive Feedback:
Participants are invited to watch and discuss the following resources.
Principles of Constructive Feedback
More on Constructive Feedback
Do you know of other resources to share with the group? You can add them to a wiki or as a comment to this page.
Give and Receive Constructive Feedback to Improve Performance
Now it is time to practice. Participants may like to watch and learn from these video examples.
How to give negative feedback in the workplace
I have learnt to give and receive feedback using some very easy methodology.
EPM: Empathy, Pinpoint, Move on
Emphasis to your students the need for both honesty and respect.
Firstly, start your feedback with something that demonstrates empathy for the receiver. It may be something like, "Sam, I know you have been very busy over the last few weeks."
This helps set a positive tone and creates a collaborative mood.
Now, you need to pinpoint the very thing that is not working. Please do not criticise the person, focus on the process or product that is not working. You may like to say something like, "Last week your budget report was late." Notice, I have chosen a part of the process that is lacking. I could have said "Sam, you were late with the budget report", but that has an element of blame and we are trying to be constructive.
Now, move on, by asking directly for a way of moving forward. "Sam, could we work out a way of balancing your work demands and meeting key deadlines?" In this example, I have left it open for Sam and I to discuss improving his performance in this one aspect of his work. There is no blame and only an opportunity to move forward together.
What if you are receiving the feedback? Well, the four A's are valuable.
Agree: Firstly, agree with something the other person has said. This sets a positive tone. Suppose Sam said to me, "Yes, I have been very busy lately." That helps to demonstrate respect for the givers point of view.
Ask: Ask questions to help clarify exactly what is wrong. Suppose Sam has some questions for me. They may be about the type of report, the size and detail of the report, the deadline for the report, or the communication processes around presenting reports. He may have said, "Are you talking about the September budget report?" The more we can clarify the facts, the more likely we can come to an agreeable solution.
Analyse: Think carefully about the feedback you have received, and write it down as soon as you have the opportunity. Consider, if it was justified, and be honest with yourself.
Action: Take action to respond to the feedback. Put right what needs to be acted on. Be positive and professional about your own performance.
Participants are now invited to practice their new skills.
You can make up the scenarios or you can take some suggestions from experts.
Giving and Receiving Feedback.pdf
Take some time for participants reflection.
What have participants learnt about giving and receiving constructive feedback?
Do they want to add to the concepts or principles discussed above?
Now, put your participants to the test.
Design a short evaluative activity, and have your participants assess each other, as part of the assessment, they should verbally give feedback to their peers. Once again, we suggest you take time for participants to reflect on the experience and add to their knowledge base.
We hope this works well for you and we look forward to your feedback. Constructive, of course!!!
Add a Comment