Feedback can be informal and unstructured, ( which can often be of low quality, and even damaging), or formal and structured, as in the method called Self and Peer Assessment, which I will cover in a later post)
Useful feedback is feedback that we actually use, by modifying our behaviour, or adding to our repertoire of possible behaviours.
Useful, high quality feedback -
- is requested
( When someone asks for feedback, they are much more likely to hear it)
- is well-timed
( Shortly AFTER, not during, a performance)
- is specific, not general or sweeping
( at the very beginning of your presentation, as you stood up to speak, you put your hands in and out of your pockets 3 times....)
- takes into account the needs of both the
receiver and the giver
(is not me using an opportunity to put you down, or telling you something you dont need to hear right now)
- is directed towards behaviour the receiver
can do something about
( NOT you are too tall,... but ...'when you came to speak with me, you remained standing while I was sitting')
- is balanced
( negative and equal amount of positive)
- describes, rather than labels behaviour
(NOT 'you were very nervous' ( label), but 'you put your hands in and out of your pockets 3 times)
(NOT 'you were very nervous' ( label), but 'you put your hands in and out of your pockets 3 times)
