4.3 Pttls
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4.3 Explain and demonstrate good practice in giving feedback
Complete a essay explaining good practice and examples of bad practice.
Giving and receiving feedback is fundamental to the learning process. Feedback helps both the giver and receiver develop their learning skills and offers options for change and personal development. Good practice of feedback can encourage the client, focuses on improvements – achieved or possible and creates trust and cooperation between yourself and the individual. It should be Solution-oriented; and look to improve the skills identified. This in turn will increase their confidence in their abilities and leave them feeling helped and inspired to continue. Good feedback will also clarify the current position of the client and what they need to do next, what is required to progress.
• Specific and concrete
• Examples are given
• Descriptive and non-evaluative
• It must be realistic
• Consistent and fair
• Supportive of personal development
• Non-judgmental
• Owned by the giver
• It is not 'advice' it is a measurement against 'agreed' standards
• and it needs to separate the personal 'values' from the work attitude or performance problem
Bad practice in feedback will basically achieve the opposite effect. It will demotivate, focuses on blame; creates defensiveness and confrontation; is problem-oriented; does not improve skill; undermines confidence and self-esteem; leaves person guessing and can also leave the person feeling judged. Some examples of bad feedback are:
"That was ok but you need to do XXX next time"
"You have some areas of weakness we have to work on"
"I thought that went really badly, what about you?"
Complete a essay explaining good practice and examples of bad practice.
Giving and receiving feedback is fundamental to the learning process. Feedback helps both the giver and receiver develop their learning skills and offers options for change and personal development. Good practice of feedback can encourage the client, focuses on improvements – achieved or possible and creates trust and cooperation between yourself and the individual. It should be Solution-oriented; and look to improve the skills identified. This in turn will increase their confidence in their abilities and leave them feeling helped and inspired to continue. Good feedback will also clarify the current position of the client and what they need to do next, what is required to progress.
• Specific and concrete
• Examples are given
• Descriptive and non-evaluative
• It must be realistic
• Consistent and fair
• Supportive of personal development
• Non-judgmental
• Owned by the giver
• It is not 'advice' it is a measurement against 'agreed' standards
• and it needs to separate the personal 'values' from the work attitude or performance problem
Bad practice in feedback will basically achieve the opposite effect. It will demotivate, focuses on blame; creates defensiveness and confrontation; is problem-oriented; does not improve skill; undermines confidence and self-esteem; leaves person guessing and can also leave the person feeling judged. Some examples of bad feedback are:
"That was ok but you need to do XXX next time"
"You have some areas of weakness we have to work on"
"I thought that went really badly, what about you?"