Feedback.

Is not simply advice, it is specific information about the comparison between observed performance and a standard, given with the intent to improve performance.

Why give feedback?

  • Sense of responsibility.
  • Mentoring role.
  • Commitment to improving trainee.
  • To support and enhance performance.

It should be a partnership.

Use of Johari window.

Types of feedback.

  • Shit sandwhich
  • Pendleton 1984
  • Silverman 1996 ALOBA
  • Walsh 2005
  • SET-GO

Before feedback always think....

Aspects of good feedback.

  • Regular , scheduled.
  • Learner centred, establish rapport and set their agenda.
  • Given enough time.
  • Soon after episode on which it is sought.
  • ideally be based on something observed first hand.
  • specific. give examples.
  • Consistent.
  • Supportive / constructive.
  • Suggestions not prescriptive comments.
  • Non judgemental - focused on behaviour / knowledge not personality
  • Justified.
  • Honest!
  • Stay safe- watch for emotional upset.
  • Confidential
  • RUNS and TENS!
  • Should apply only to things that can be changed.
  • Says as much about person giving feedback as person receiving it.

Shit sandwhich - quick but limited.

Pendletons rules of feedback

ALOBA

Agenda led outcome based analysis.


SETGO feedback.

  1. What I Saw
    Descriptive, specific, non-judgemental. Facilitator to prompt if necessary with either or both of...
  2. What Else did you see?
    What happened next in descriptive terms?
  3. What do you Think,
  1. Can we clarify what Goal you would like to achieve?
    An outcome-based approach
  2. Offers of how we should get there?
    Suggestions and alternatives to be rehearsed if possible.


Guidelines for Receiving Feedback

  • Listen to feedback.
  • Assume that feedback is constructive.
  • Use and consider only those elements which are constructive, and consider them carefully.
  • Pause and think before responding.
  • Ask to repeat if you haven’t heard clearly.
  • Ask for clarification or examples if statements are unclear or unsupported.
  • Accept negative and positive feedback positively for consideration, rather than dismissively for your protection.
  • Ask for suggestions of ways you might modify or change your behaviour.
  • Respect the person giving feedback, and thank them.

When feedback goes wrong!

Excellent article on feedback.