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Giving Constructive Feedback

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What is constructive feedback?

It is a communication that gives learnersinformation about their performance with the aimof developing and/or enhancing that performance.

The information provided is based on facts andmust be something the learner can do somethingabout.

Constructive feedback provided skillfully, opens the

way to a relationship that is built on trust, honesty,and genuine concern, leading to personal learningand growth.

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Who should give it?

The instructor or supervisor should at first giveconstructive feedback.

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

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Why is constructive feedback important?

It supports ongoing learning and performanceimprovement

It supports learners in their ongoing personal andprofessional development

It increases self awareness

It encourages a positive learning environment

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How to give constructive feedback

There are ten importantprinciples of givingconstructive feedback.

The next ten slides willcover each one.

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Focus feedback on behavior ratherthan 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 fewerrors.

NOT I think the last group was fantastic.

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Focus feedback on observationrather than inferences.

Inferences are when we draw conclusionsabout a person too quickly.

Inferences contaminate observations.

Do NOT draw conclusions about yoursubordinates : Hes dumb. Shes shy.Theyre all lazy.

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Focus feedback on description ratherthan on judgment.

Try to be as objective as possible.

Avoid general statements like good orbad or right or wrong because it maybe interpreted to be personal.

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

More/less implies a continuum on which anybehavior 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.

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Give feedback as soon as possible

The impact of feedback decreases as time goes by.

The feedback loses context the more you delay ingiving it.

subordinates should know the context of the

feedback, so it is best to give it here and now.

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Share ideas and information rather than giveadvice

By sharing ideas and information, the receiveris free to decide for him/herself how to usethe feedback.

When we give advice, we take away thereceivers freedom of choice of action.

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Explore alternatives rather than answer orsolve

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.

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Feedback should be more valuable for thereceiver than the giver

The goal of constructive feedback is tobenefit the receiver.

The goal of constructive feedback is NOT togive the giver a feeling of emotional release orauthority.

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Consider the amount of information you aregiving

Do not overwhelm a receiver of lowerproficiency with a lot of feedback.

Do not deprive receivers of higherproficiency with a lack of details

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Timing is everything

Excellent feedback presented at an inappropriate time may do more harm thangood.

Consider the emotional state of the receiver.

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Summary: 4 Important Factors

1. Content - topic + details

2. Manner - direct, sincere, & objective

3. Timing - as soon as possible4. Frequency - as much as possible

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Whats wrong with the feedback?

1. Mayanks a quiet one today.

2. I dont like the way youre acting today.

3. Your answer is completely wrong!4. Cheating is bad.

5. In the language lab yesterday, you made a

mistake with the future tense.

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Whats wrong, part 2

6. Group 2 really needs to improve theirgrammar and their pronunciationtremendously to get a passing grade.

7. You should behave more like Rohit.

8. Im sick and tired of your excuses.

9. Nice. (sarcasm)

10. Wipe that smile off your face!