Giving Constructive Feedback

What is constructive feedback?

It is a communication that gives learners information about their performance with the aim of developing and/or enhancing that performance. The information provided is based on facts and must be something the learner can do something about.
Constructive feedback provided skillfully, opens the way to a relationship that is built on trust, honesty, and genuine concern, leading to personal learning and growth.

Who should give it?

The instructor or supervisor should at first give constructive feedback.

The instructors feedback should serve as a model for students so that they should be able to give feedback to their peers and the instructor.

Why is constructive feedback important?

It supports ongoing learning and performance improvement

It supports learners in their ongoing personal and professional development It increases self awareness It encourages a positive learning environment

How to give constructive feedback

There are ten important principles of giving constructive feedback. The next ten slides will cover each one.

Focus feedback on behavior rather than on the person.

Mohit talked considerably in todays class. NOT Mohit doesnt know when to shut up.

The last group performed a role play with very few errors. NOT I think the last group was fantastic.

Focus feedback on observation rather than inferences.

Inferences are when we draw conclusions about a person too quickly. Inferences contaminate observations.
Do NOT draw conclusions about your subordinates : Hes dumb. Shes shy. Theyre all lazy.

Focus feedback on description rather than on judgment.

Try to be as objective as possible.

Avoid general statements like good or bad or right or wrong because it may be interpreted to be personal.

Focus feedback on descriptions in terms of more or less rather than in terms of either/or.

More/less implies a continuum on which any behavior may fall.

It stresses quantity (objective) rather than quality (subjective). Using either/or statements creates a black & white image of the world--a distortion of reality.

Give feedback as soon as possible

The impact of feedback decreases as time goes by.

The feedback loses context the more you delay in giving it. subordinates should know the context of the feedback, so it is best to give it here and now.

Share ideas and information rather than give advice

By sharing ideas and information, the receiver is free to decide for him/herself how to use the feedback.
When we give advice, we take away the receivers freedom of choice of action.

Explore alternatives rather than answer or solve

Many questions have more than one answer

Many problems have multiple solutions Sometimes a solution is given when there is no problem--this is a problem.

Feedback should be more valuable for the receiver than the giver

The goal of constructive feedback is to benefit the receiver. The goal of constructive feedback is NOT to give the giver a feeling of emotional release or authority.

Consider the amount of information you are giving

Do not overwhelm a receiver of lower proficiency with a lot of feedback. Do not deprive receivers of higher proficiency with a lack of details

Timing is everything

Excellent feedback presented at an in appropriate time may do more harm than good.
Consider the emotional state of the receiver.

Summary: 4 Important Factors

1.
2. 3.

4.

Content - topic + details Manner - direct, sincere, & objective Timing - as soon as possible Frequency - as much as possible

Whats wrong with the feedback?

1.
2. 3.

4.
5.

Mayanks a quiet one today. I dont like the way youre acting today. Your answer is completely wrong! Cheating is bad. In the language lab yesterday, you made a mistake with the future tense.

Whats wrong, part 2

6.

7. 8. 9.

10.

Group 2 really needs to improve their grammar and their pronunciation tremendously to get a passing grade. You should behave more like Rohit. Im sick and tired of your excuses. Nice. (sarcasm) Wipe that smile off your face!