….TOT 131 FEED BACK

WEEK 131

“FEED BACK”

Comments,  advice, praise may all form part of  feedback about a fact. However in the context of  training programs, feedback refers to “what is done /not done by the trainer/ trainee   to reach a specific goal”.

Some types of feedback:

1. Oral
2. Written
3. Positive
4. Negative
5. Corrective
6. Motivating
7. Constructive

Constructive feed back

Through Constructive feed back trainer  addresses a (i) specific issue. (ii) Suggests proper course of action.   It may look like advice, but  the person giving the constructive feed back should not consider himself/herself to be playing the advisory role. Constructive feed back is given after deep observation. Constructive feedback is more of guidance value. Through constructive feedback one is encouraged to take action in a particular manner.

Constructive feedback  may have the elements of corrective, motivating  positive feedback.   

Negative feedback: With this, the past behavior /act/conduct is mentioned. Its negative effects are  delicately brought to the notice.

Ex: Mr.A,  The slides  were too crowded. Font size was too small.  No one could understand anything. 

Negative feed forward:

 What is to be avoided is mentioned. An indication is given that the same is not expected to be  repeated in future.    Past behavior/action is taken as a basis.

Mr.A…, it seems you have not spent quality time  working on your slides.  Next time, you need to  definitely take care of the  quantity and quality of information  to be covered in each slide,  and,  also about the ‘font size’.

Positive feed back: The past behavior/conduct/act which yielded good positive results are highlighted. The person responsible for the same is appreciated.

Example; “Mr.X.., your slide preparation was very good.  It was not over crowded. Even  a trainee sitting in the last row could read it easily. “

Positive feed forward:

It is slightly in the form  of a command /demand. Past behavior is not taken as a basis always  . Positive aspects of a behavior /conduct/act is highlighted. The same is asked to be followed.

Example:  “Let us  all see to it that  trainer’s slide shall have minimum font size of 28”    

Why  people do not come forward to give negative or constructive  feedback:

1. They are afraid that they will be mistaken.
2. They will be branded as being too bossy or bullying types.
3. They do not want to lose their popularity.
4. People to whom feedback is given start arguing with them and start justifying their actions.
5. People  try to avoid  those who give constructive  feedback.
6. They question themselves “ What do I gain by correcting the other person?”

How should  feed back be received:-

i)Every feedback has to be received as a constructive criticism.

ii) One should not worry about the capability or the authority of the person who gives feed back, but should only analyze whether  the feed back given is  true or not.

iii) Giving justification  is not   to be encouraged unless it is very very essential.

iv) One should be prepared to work on the  areas  of   pointed mistakes /errors.

• Have a  road map  to implement  suggested corrections
• Be thankful to those who give true feedback

Can giving feedback be avoided?

Irrespective of whether  the trainees like the feedback or not, it is actually obligatory on the part of the trainer to give  constructive feedback. However even after repeated feedback , if the person is  repeatedly ignoring the same, then the trainer can  always step back.

Objective of feedback is to lift  a person from where he/she is to the next level.

When is the right time to give feedback:

In case of presentations:-

1. It iso only after the session.
2. Not during the session.

In case of designing:-

Before the designed material is circulated.

In case of  role plays:

During the role plays- as and when the mistake is committed

Should the feed back be in writing ?

It is better to give the feed back in writing to co-trainers. Feedback in writing is advisable where the  future course of corrective action ,  and, requires  several steps  to be followed and implemented methodically.

Feedback in the form of pointers would be more than enough for sensitive  receptive  learners.

“Your most unhappy customers are your greatest source of learning”.

                                                                      Bill Gates.

(All copyrights reserved by the author S.Susheela)