Revisiting 'thoughts' on feedback...

Feedback 
Learn to see the difference between constructive & destructive:

Feedback is vital when trying to establish a culture of learning and furthering development. However, whilst giving positive feedback may be relatively easy and indeed enjoyable, there are times when a mentor, tutor, friend or a peer-coach will need to feedback on areas of development, critique’ on performance, delivery, and maybe on the overall progress in general. 

Being prepared (to give or receive) constructive feedback is important since without addressing it correctly the feedback is unlikely to have an effect on what we want to instigate; the deeper reflection needed to move things forward and ultimately, develop. We need to give & take to make it work!

To be useful, feedback needs to be given in an empathetic and supportive way and to include both the relevant positive areas & also the vital key areas to improve on from your observations. 

In providing feedback, remember to limit the amount of information, be succinct to what the receiver can use realistically, and make it relevant rather than just delivering the amount you would like to give. 

Things to consider:

1. Invite the individual to self-reflect	‘What do you consider as your strengths & areas of development?’
2. Use positives-be positive	Try to include some (genuine & realistic) positive feedback. ‘I liked the great introduction, excellent’
3. Focus on the agreed, outcome not  the person. This will give  them chance to reflect.	‘The players seemed to really enjoy the session; however, do you think they grasped the topic? Rather than: ’Í really don’t think the players understood that topic’.
4. Be clear, if possible, suggest ways to find support	‘The session plan is coming along really well. However,  didn’t I see you with some course reference material the other day? That may help your planning further?’
5. Make sure ‘you’ own  & believe in the comments you are making	Use ‘I’ statements rather than ‘you’ statements, e.g.  ‘Sorry, I’m not sure I understand’ rather than ‘you don’t sound too sure on this here’.
6. Where practically possible,  don’t wait in delivering feedback	Immediate feedback is very valuable. If this is not possible, keep clear notes & feedback as soon as you can. Set the scene if feeding back later, let them ‘gather’ their thoughts. Revisit.
7. Be aware that the  immediate response to your feedback could be negative/defensive. Why?	It may have been the way you delivered it? It may be you need to understand their thought process more. Be clear that your feedback is understood.

One of the key areas to remember is that although you are delivering the feedback you may also need to evaluate your delivery of it, how you are perceived in doing so and how effective you were in delivering on the key aspects?

Evaluate this from the response from the recipient, but importantly, be open to feedback yourself, be open to the key areas you have to improve on. Feedback after all is the fuel for our further development. We never stop learning....