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Effective Feedback: A Two-Way Street

Effective Feedback: A Two-Way Street. Gwen Lombard, PhD, RN Casey White, PhD. Learning Objectives:. At the end of the workshop, you will be able to: Define and describe several models for giving effective feedback to learners List characteristics of effective feedback

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Effective Feedback: A Two-Way Street

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  1. Effective Feedback: A Two-Way Street Gwen Lombard, PhD, RN Casey White, PhD February 24, 2011

  2. Learning Objectives: At the end of the workshop, you will be able to: • Define and describe several models for giving effective feedback to learners • List characteristics of effective feedback • Use specific language that constitutes effective feedback to learners • Discuss effective strategies for receiving feedback

  3. Online Learning Module

  4. Characteristics of Effective Feedback • Delivered in non-threatening setting • Specific • Timely • Focus on 1-3 areas that are remediable • Based on objective not subjective data • Consequences explained • Provides “next step” • Goal is to help, not punish

  5. Giving feedback: • State that you are going to give feedback • Involve the learner in the process • Use neutral, non-judgmental language • Focus on the behavior, not the person

  6. Strategies • Feedback Sandwich or Oreo Cookie • Open-faced Sandwich

  7. What barriers to giving feedback have you encountered?

  8. Discussion in Small Groups • What strategies did this instructor utilize? • What did the instructor do well? • How could this feedback session be improved?

  9. Small Group Cases • Issues of concern • Aim(s) and/or Resolution(s) • Action plan • Feedback language you would use

  10. Small Group Presentation of Their Cases

  11. Receiving Feedback A colleague has come to you and said, “Can I give you some feedback on Grand Rounds session you gave last week?” • What would be your first reaction? • How do think you would you feel?

  12. Other Side of Street: Receiving Feedback Tips for Receiving Feedback Effectively: • Know what to ask for- be specific • Alert sources to the specific feedback you want • Place clear boundaries around the feedback – so won’t get overwhelmed Dartmouth’s Manager’s Toolkit – Human Resources

  13. Make it painless for the other person: • Just listen – don’t quibble • If not specific enough, ask behavioral questions • Keep asking “What else?” • Assume good intentions • Be accepting • Focus on the future

  14. Dan McCarthy: www.greatleadershipbydan.com

  15. Closure Key take-a-ways: • Tell person that you are going to give them feedback • Engage learner in the process – self assessment • Focus on behaviors – what needs to be changed • Develop an action plan • Receivers: Ask for specific feedback • Use the feedback

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