The Role of Feedback in the Learning of Skills

The Role of Feedback in the Learning of Skills

Feedback is part of the information processing system, which is

received during or following a movement, to notify the performer about

the effectiveness of the response. In order to learn and develop

skills, feedback is necessary. Learning also requires knowledge of

results and knowledge of performance.

Feedback gives information about the quality of a

movement/performance. There are many types of feedback, and we should

know each one and the effect it has on skill improvement and value

related to learning stages of the performer.

* Intrinsic feedback-is sometimes referred to as internal feedback.

All this information is inherent to the task. You can feel the

response of how the skill was per formed through the kinesthetic

senses.

* Extrinsic feedback-sometimes is referred to as external feedback.

It comes from teachers, coaches, etc. the information given to the

performers is used to reinforce the already received intrinsic

feedback.

* Positive feedback-occurs when the task or performance is

successful. It could used to strengthen learning and increase the

probability of repeated successful performance.

* Negative feedback-is just what is incorrect about a performance

and does not suit beginners because it will de-motivate them,

there confidence will go and they could give up playing all

together. To an elite performer, they could improve their skill so

they will benefit from it more.

* Concurrent feedback-is when the performer receives information

during the activity.

· Terminal feedback-is a t...

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...s for it, when they reach this target a couple of times it acts as

motivation.

Conclusion

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In conclusion, feedback is a source of information, which tells the

performer the outcome of their movement. It can act in different ways

and have different effects on the performers. Feedback can produce

positive or negative responses depending on how well the coach puts it

across and how the learner takes it on board and uses it. Feedback

must be interesting to the performer to keep them wanting to use it

and improve, it also has to be given in the correct amount, otherwise,

and it may not have the desired effect. It has also known that target

setting with feedback is excellent in the learning process. Feedback

can be well used if given correctly by the coach and is analysed by

the performer correctly.