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The importance of feedback
The benefits of teaching feedback
Disadvantages of feedback in communication
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Feedback is a type of communication that we give or get. Sometimes, feedback is called "criticism," but this seriously limits its meaning.
Feedback is a way to let people know how effective they are in what they are trying to accomplish, or how they affect you. It provides a way for people to learn how they affect the world around them, and it helps us to become more effective. If we know how other people see us, we can overcome problems in how we communicate and interact with them. Of course, there are two sides to it: giving feedback, and receiving it.
Getting Feedback
Some people experience feedback as pure criticism and don't want to hear it. Others see it as spiritually crushing; a confirmation of their worthlessness. Still others only
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Some people are willing to accept feedback and seek it out, even if it is sometimes disturbing, because they believe they can grow from it. It comes down to whether you believe feedback will harm you or benefit you.
This is not to say that we should always have to accept feedback or the manner in which it is sometimes given. We all have the right to refuse feedback, and we can expect feedback to be given in a respectful and supportive manner. But for every positive and open way of accepting feedback, there's an opposite; a negative and closed manner which pushes feedback away and keeps it at bay.
The Importance of Feedback
Feedback is a must for people who want to have honest relationships. A powerful and important means for communication, giving feedback connects us, and our behavior, to the world around
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Interested: is genuinely interested in getting feedback.
Sincere: genuinely wants to make personal changes if appropriate.
Giving Feedback
The other end of feedback is giving it. Some people deliver feedback with relish; after all, it's easier to give advice than take it. Some use feedback as a weapon, or offer it as tit-for-tat. For others, feedback is a great way to be critical.
How you deliver feedback is as important as how you accept it, because it can be experienced in a very negative way. To be effective you must be tuned in, sensitive, and honest when giving feedback. Just as there are positive and negative approaches to accepting feedback, so too are there ineffective and effective ways to give it.
Ineffective/Negative Delivery
Attacking: hard hitting and aggressive, focusing on the weaknesses of the other person.
Indirect: feedback is vague and issues hinted at rather than addressed directly.
Insensitive: little concern for the needs of the other person.
Disrespectful: feedback is demeaning, bordering on insulting.
Judgmental: feedback is evaluative, judging personality rather than behavior.
General: aimed at broad issues which cannot be easily
Feedback is an excellent tool to provide employees with information and guidance. Feedback consists of two-way communication. Employee feedback provides managers with clues regarding how they are hindering or aiding their subordinates ' work performance. Supervisory feedback should inform, enlighten, and suggest improvements to employees regarding their performance. Feedback increases self-awareness. Proverbs 19:20 states “Hear counsel, receive instruction, and accept correction, that you may be wise in the time to come.” If presented correctly, feedback is not positive or negative. It is just data to make someone aware of the impact of his/her skills and behaviors on
When someone asks “do you mind if I offer you some feedback?”, you immediately think that you did something terribly wrong. You don’t know whether to feel proud or to feel ashamed, or even feel like you’ve been attacked and need to defend yourself as much as possible. Difficulty with accepting criticism is nothing new; in fact, it is more common than you think. We are often criticized after completing anything from simple tasks to the most complex projects we can accomplish. Common examples of what we are criticized for are: work ethic, creative works such as music, television, articles, etc., and for any mistake, small or large, we make during our day-to-day lives. Anybody can give constructive
The LPI report I received was informative and has revealed some areas of improvement in my leadership. One area I recognize as an area of concern is in asking others for feedback on how my decisions have affected them, under the “Model the Way” section. There are several ways to improve this. I can and do receive feedback regularly, but either I am not taking the appropriate action or I am not hearing the feedback correctly. I need to be a better listener when I am asking questions. Another way to correct this would be to ask more direct questions to my peers, subordinates, and supervisors. I like to think I am teachable, but I will also reevaluate this trait and see how I can improve upon this. When I make mistakes and am corrected, do I own up to them and learn from them? This is an area I will keep an eye on and monitor. Proverbs 15:2 says, “A scoffer does not love one who corrects him, nor will he go to the wise.” I strive to be the wise and not the scoffer, so I must listen to
Using this feedback constructively, will allow me the ability to better utilize my subordinates and continue to become a stronger leader. I always want to remember, “I don’t know what I don’t know!” This feedback will help me become more aware of those things that are unknown to me. Furthermore, by becoming more self-aware and knowing my peers, subordinates, and leaders will give me the insight to know when to empower my “Airmen” or when to step into a follower role with a
2.2 Seeking feedback to improve practice and inform development is important as it allows us to see our own practice from the perspective of others. It shows that we are able, and willing, to learn and listen to others, and also identify what areas we are doing well in, and what requires
I can handle constructive criticism very well. If I do something wrong then I would rather someone fix what I'm doing then to keep doing it wrong. I don't get sad, I am perfectly fine if someone fixes my mistakes. I don't take it personally and I know that I'm not perfect. I understand the benefits of getting feedback.
What are the key issues? Why is he/she reacting this way? Sometimes, the person giving the feedback may not be aware of the real areas of concern. Ultimately, I see negative feedback as positive, because it shows there are people who want what you have. Negative feedback also tells us our opportunities for growth. No matter where we are in life, all of us will have blind spots we don’t know about. These blind spots prevent us from reaching the next stage of growth. While negative feedback may not be pleasant to receive, they give us a different perspective to consider. By learning from more different perspectives, we can grow much faster. If I look back, negative criticism has made me a stronger and better person. Despite the potential value of constructive criticism, many people don’t use this tool properly.” Sybil Keane, PhD, a psychology and relationship expert for the Web site Just Answer. Often, that’s because they are unsure of how to give constructive criticism without hurting a person feelings.” You should always listen respectfully when a person is trying to tell you something negative, it is easy to get upset and focus only on the critical aspects of the
In conclusion I feel that using effective assessment methods throughout any course allows tutors to give feedback at the right time to allow the correct progress for the learners to achieve. I have experienced feedback many times as coach and more recently as a teacher and feel it has only helped me to improve and to keep wanting to improve so I can inspire others to achieve.
Also, continually seek feedback from my preceptor has been crucial. Learning from my previous experiences, I have realized that a balance of ongoing constructive, and appreciative feedback has a very positive impact on both my learning, and confidence level. Therefore, during my first meeting with my preceptor, I discussed how important her feedback is to me, which has ensured that throughout my preceptorship I have received detailed, and timely
In Feedback as a gift, Friedrich discusses his points on how feedback should be viewed. The author describes feedback as a gift and if we view it that way it would change our mindsets when receiving it. On another note the article by Stone and Heen, Difficult conversations 2.0: Thanks for the feedback, the main focus is on the benefits we receive from accepting feedback and becoming a skillful receiver. The author also discusses why we as humans reject feedback calling these reactions triggers. In Max Performance Feedback, Sadri and Seto discuss the three different types of feedback. Each articles content is crucial to one’s professional development.
In terms of feedback, I feel like I can improve greatly, as this is the second term I’ve taken at UoPeople, so I am quite new to this whole peer based assessment and feedback type of learning. When providing feedback I feel like my strengths shine through in the following two aspects; First, being that
Usually students don't like when I give them feedback because it is a critical aspect of their learning. But the purpose of questioning and feedback is to enhance and strengthen students learning. I usually give feedback after the assessment, it provides information about students knowledge in regard to the assessment. The questioning and feedback will give direction to students on how they accomplish the assessment, what was their strengths and weaknesses and what need to be done in order to have better results.
I value and appreciate critical feedback, as it helps a person grow. I often encourage this with my kids, and it should not become repetitious if the person who receives it acknowledges the fault. It should never be a bad thing, each should be a learning experience. I had to learn this quick when I first moved to Japan. As a double minority, I had to adjust to the stares and the "wonder looks." Why are people looking at me, was it because I was the only black woman on the bullet train, or something else. Because this was the first time, I had been thrush into a country whose primarily languages isn't English. I had to learn quick, and get over any adversity that I had. One time, my boss and I was traveling to Shinjuku, which is a popular
Hattie, J., & Timperley, H. (2007). The power of feedback. Review of Educational Research, 77(1), 81-112.
Feedback is one form of assessment that teachers think will take long, however, if given orally to the students it allows them to correct what they are misunderstanding or doing wrong. Most teachers feel that feedback is meant to be written down but it is not necessary to do so. Oral feedback as well as written feedback can be very effective and beneficial for a student if done correctly. According to Leahy et al (2005), “To be effective, feedback needs to cause thinking. Grades don 't do that. Scores don 't do that. And comments like “Good job” don 't do that either. What does cause thinking is a comment that addresses what the student needs to do to improve…” (p. 22). I felt that this quote was very fitting to what I did in the classroom while walking around and checking up on the students. Instead of saying “good job” or “looks good,” I found myself watching bits and pieces of several