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Giving Feedback

Being able to give constructive feedback is crucial in supporting others to improve their communication and relationship skills and approaches.

Sometimes feedback can be given on the go during daily practice and other times it is more planned such as appraisals, re-registration or annual development reviews. Either way, it is best done using a framework that provides constructive, specific and useful information on what is being done well and what could be improved.  The goal should be to support ongoing improvement in practice by encouraging self-awareness and stepwise change.

General Principles for Giving Feedback

Before the Feedback Session After Observing an Interaction
1 - Make sure the practitioner is expecting to receive feedback. 7 - Give feedback as soon as possible after the event.
2 - Find out if the practitioner wants to develop a particular aspect of communication. 8 - Ask the practitioner to reflect on their own performance first, and to be positive.
3 - Be clear about the purpose and outcome of the feedback. 9 - Ensure your feedback covers positive aspects as well as areas for improvement.
4 - If observing a particular interaction find out what the practitioner was hoping the interaction would achieve. 10 - Be descriptive rather than evaluative.
5 - Be clear about what standards are expected. 11 - Focus on a few elements.
6 - Gather appropriate evidence. 12 - Be specific, not general.
13 - Refer to behaviours that can be changed and not personality traits.
14 - Encourage the practitioner to suggest and practise alternative approaches.