It is difficult to give feedback, and it can certainly be difficult to receive if it is not done properly. The last thing we want to do is attack someone or make that person feel bad. I can think of one television program in particular that became famous for how one of its judges gave feedback to the performers. Of course, I’m referring to Simon Cowell. People tuned in to American Idol each week to hear how vicious and cruel his comments could be.
In the training world we’re constantly giving feedback to our learners. If we’re going to be effective, it’s important to change how we view feedback. Really, it’s like a gift we give our participants by helping them improve their skills.
In our Instructional Techniques for New Instructors workshop we offer the following tips for effective feedback:
- After every response or exercise learners should receive feedback.
- Give feedback at the earliest opportunity.
- Be sure the learner wants the feedback rather than imposing it.
- Be as specific as possible.
- Try to express feedback positively rather than negatively.
- If negative feedback is necessary, point out what was positive before dealing with the negatives.
- Say things like, “I would have preferred it if you had…” or “I had difficulty when…”
- Try to avoid saying, “You should…”
- Be descriptive rather than judgmental.
Interestingly enough, as trainers, we are also on the receiving end when we get the learners’ feedback at the end of the session.
I’ve always said that good feedback improves morale but it’s constructive feedback that improves behavior. Trust me, I enjoy getting positive comments from participants – it makes my day – but I remember every constructive comment that I’ve ever received in all my years with Langevin. I’ve learned from those comments and incorporated the suggestions I received.
Some of the feedback I have received has been related to my presentation skills, for example, “Watch the fidgeting.” Other times it was relevant to my facilitation skills, “Sometimes the discussion went on too long.”
These suggestions have made me a better trainer and therefore, more effective in my job. When I give feedback, I view it the same way. I’ve made someone better and more effective in his or her job. So, are you able to give effective feedback? And conversely, are you able to receive it?
Marsha
