Providers Toolbox: Giving Feedback and Enhancing Performance
THE AWARDING BODY NETWORK
A Provider’s Toolbox:
1. Giving Feedback
Session Overview
LEARN – LEAD- INSPIRE
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i.e., evidence of current situation, and what else is needed
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W
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!
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Tweaking performance, recognising your strengths, working
on refining skills
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W
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H
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?
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Definition and understanding importance of good feedback,
and how to do it!
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Effective Feedback
LEARN – LEAD- INSPIRE
P
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e
:
- Appraise performance (self and expert)
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Direct performance (expert input)
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Develop confidence in candidate’s own ability
L
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s
:
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Timely (Hot? Cold? environmental considerations)
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Specific
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Relevant
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Factual - behaviours and actions
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When to give a result
Our Influence
P
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e
m
s
:
- Time, place and situation
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Personal opinion
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How you are feeling!
A
n
t
i
d
o
t
e
:
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Breathe
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Appointment
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Stick to the facts
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Make notes
Safety 1st, but what if they’re just a pain?!
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FIX IT!
THINK ABOUT BEHAVIOURS
LEARN – LEAD- INSPIRE
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Positive and Negative
- Individual and Group Feedback
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Praise the good!
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Using Models
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CEDAR
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Good/Bad/Good (NO!)
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Mindsets
Helpful Models
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-CHALLENGES
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-SUCCESS OF
OTHERS
DWECK (2008)
Developing a Growth Mindset
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What did you learn from
that/today’s performance?
-
What steps did you take to
make today successful?
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What are some different
strategies you could have
used?
-
How did you keep focused
when things were difficult?
-
What can you learn from
the others today?
-
This is challenging, but I
believe you can master it.
-
You haven’t got it yet, but you
will if you keep working and
thinking about it.
-
It hasn’t gone unnoticed how
much effort you made today.
-
It’s ok to take risks, that’s how
we learn.
-
Getting better takes time, and
I see you improving.
Key Points
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Purpose - why do I need to give them feedback?
-
Consider time, place, and mood
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Consider structure
-
Consider making notes
-
Keep it factual, specific and something they can
actually work on!
-
Keep it consistent (verbal/written)
-
Action Plan and Reviewing
INSPIRE model
LEARN – LEAD- INSPIRE
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One last thing…
LEARN – LEAD- INSPIRE
Questions?
LEARN – LEAD - INSPIRE
samantha_mcelligott@hotmail.com
Based on recent research findings, learn how to give effective feedback, recognize strengths, refine skills, and address influence problems in professional settings. Explore helpful models and strategies for appraising, directing, and developing performance, ensuring a positive impact on individual and group feedback processes.
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Presentation Transcript
T H E A W A R D I N G B O D Y N E T W O R K A Provider s Toolbox: 1. Giving Feedback W W W . M O U N T A I N - T R A I N I N G . O R G
L E A R N L E A D - I N S P I R E Session Overview - Based on recent research - i.e., evidence of current situation, and what else is needed - Well done! - Tweaking performance, recognising your strengths, working on refining skills W W W . M O U N T A I N - T R A I N I N G . O R G W W W . M O U N T A I N - T R A I N I N G . O R G - What and How? - Definition and understanding importance of good feedback, and how to do it! - Questions welcome :-)
L E A R N L E A D - I N S P I R E Effective Feedback Purpose: - Appraise performance (self and expert) - Direct performance (expert input) - Develop confidence in candidate s own ability W W W . M O U N T A I N - T R A I N I N G . O R G W W W . M O U N T A I N - T R A I N I N G . O R G Logistics: - Timely (Hot? Cold? environmental considerations) - Specific - Relevant - Factual - behaviours and actions - When to give a result
Our Influence Problems: - Time, place and situation - Personal opinion - How you are feeling! W W W . M O U N T A I N - T R A I N I N G . O R G W W W . M O U N T A I N - T R A I N I N G . O R G Antidote: - Breathe - Appointment - Stick to the facts - Make notes
L E A R N L E A D - I N S P I R E Safety 1st, but what if they re just a pain?! I S T H E R E A N I M M E D I A T E O R P E N D I N G S A F E T Y C O N C E R N ? W W W . M O U N T A I N - T R A I N I N G . O R G W W W . M O U N T A I N - T R A I N I N G . O R G Y E S N O F I X I T ! T H I N K A B O U T B E H A V I O U R S R E T U R N T O T O P O F D I A G R A M
Positive and Negative - Individual and Group Feedback - Praise the good! - Using Models - CEDAR - Good/Bad/Good (NO!) - Mindsets W W W . M O U N T A I N - T R A I N I N G . O R G W W W . M O U N T A I N - T R A I N I N G . O R G
Helpful Models F I X E D A N D G R O W T H M I N D S E T C E D A R W W W . M O U N T A I N - T R A I N I N G . O R G W W W . M O U N T A I N - T R A I N I N G . O R G C O N T E X T E X A M P L E S D I A G N O S I S A C T I O N R E V I E W - C H A L L E N G E S - O B S T A C L E S - E F F O R T - C R I T I C I S M - S U C C E S S O F O T H E R S D W E C K ( 2 0 0 8 ) W I L D M A N ( 2 0 0 3 )
Developing a Growth Mindset - What did you learn from that/today s performance? - What steps did you take to make today successful? - What are some different strategies you could have used? - How did you keep focused when things were difficult? - What can you learn from the others today? - This is challenging, but I believe you can master it. - You haven t got it yet, but you will if you keep working and thinking about it. - It hasn t gone unnoticed how much effort you made today. - It s ok to take risks, that s how we learn. - Getting better takes time, and I see you improving. W W W . M O U N T A I N - T R A I N I N G . O R G W W W . M O U N T A I N - T R A I N I N G . O R G
Key Points - Purpose - why do I need to give them feedback? - Consider time, place, and mood - Consider structure - Consider making notes - Keep it factual, specific and something they can actually work on! - Keep it consistent (verbal/written) - Action Plan and Reviewing W W W . M O U N T A I N - T R A I N I N G . O R G W W W . M O U N T A I N - T R A I N I N G . O R G
L E A R N L E A D - I N S P I R E INSPIRE model I - Inspire and motivate your followers with a unified vision N - Nurture an environment of team-focused goals S - Set the example you want to see in your followers W W W . M O U N T A I N - T R A I N I N G . O R G W W W . M O U N T A I N - T R A I N I N G . O R G P - Praise, and give constructive feedback to help your followers develop I - Insist on setting high standards, relative to each individual R - Recognise and respond to each individual s needs E - Encourage followers to create and implement their own solutions
L E A R N L E A D - I N S P I R E One last thing If in doubt, HEEAR: - Humble - Encouraging - Empathetic - Appropriate - Rapport W W W . M O U N T A I N - T R A I N I N G . O R G W W W . M O U N T A I N - T R A I N I N G . O R G
L E A R N L E A D - I N S P I R E Questions? samantha_mcelligott@hotmail.com W W W . M O U N T A I N - T R A I N I N G . O R G
