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Asks for a feedbackCuriosity about and readiness to ask for feedbackKnowledge of the principles and mechanisms of feedbackLearning to learnSkill to give, receive and integrate feedback in a constructive wayUndergoing personal / professional development through feedback

Feedback – 8 basic principles

This article presents 8 basic principles for feedback you should be aware of. It is important because feedback is a basic dialogue/interaction tool with others—people involved or affected by our actions and, in the long-term perspective, a tool of change.

Why did I choose this tool?

The individual assessment via feedback could be an important factor in your professional development as well as a way to empower learning and mutual development among members of your community.

The more people you involve into your professional assessment, the more you get empowered, and at the same time, the quicker your community would develop.

How does this apply to a trainer?

Content

Feedback is a term which is widely used in many different contexts – in business, social work, but also in personal relationships. However, quite often it is mixed with criticism or appraisal, which may lead to misunderstandings.

In communication theory – according to Bartol & Martin, “Feedback is the receiver’s basic response to the interpreted message”. In the opinion of Bovee & Others, “Feedback is a response from the receiver that informs the sender how the communication is being received in general.”

In Non-violent Communication feedback is the information about how your actions (or lack of them) affect me, what needs they meet or what needs they leave unfulfilled.

In this way feedback is a basic dialogue/interaction tool with others—people involved or affected by our actions and, in the long-term perspective, a tool of change.

8 principles for feedback sessions you should be aware of:

  • CLARITY: you should be clear in what you would like to assess and how this assessment would affect your performance as a trainer.
  • DIVERSITY: try to get feedback from people representing different points of view and different experiences, go out of your comfort zone and get information from people outside your circle of friends.
  • ADEQUACY: try to use different ways/tools of collecting feedback; adapt your methodology to different interviewers.
  • CURIOSITY: stay curious while taking the interviews and don’t be judgmental; every point of view contains a bit of truth.
  • CONTAIN: take whole information without commenting on it, don’t interrupt the process with your personal point of view. You may ask for clarification after receiving the whole feedback.
  • APPRECIATION: appreciate that someone gave you feedback; saying simply “thank you” would be enough.
  • COMMUNICATION: share your final findings and improvements with those who gave you the feedback. They deserve to see what you have learnt due to their contribution.
  • FOLLOW UP: record and save your findings in a way that you could come back to them in the future.

Exercise:

 

CLARITY:
  1. What would you like to evaluate when it comes to your performance as a trainer?
    Behaviour?
    Attitude?
    Skill?
  1. How would this assessment affect your performance as a trainer?
  1. Specify your question for the feedback.
“Please, share your reflection, how do you think I …”

“At what point especially …”

etc.

DIVERSITY Whom do you want to interview?

  • The person I work with on a regular bases
  • A person who is my master/teacher/mentor/authority
  • A random person who has witnessed my performance 

other: 

Name:
Name:
Name:
Name:
ADEQUACY Name:

Name:

Name:

Name:

How would you like to ask for feedback?

  • e-mail, personal meeting, informal context, evaluation questionnaire, another creative way/method etc:  
CURIOSITY In which way would you stimulate your curiosity and openness for everything that comes?  I should remember……………

Just before receiving feedback I …….

CONTAIN Notes from the feedback without interpretation:
APPRECIATION: How would you like to thank your responders for feedback?
How can I express my gratitude to…?Name:Name:Name:Name:
CONCLUSIONS:
  1. What have I learnt from received feedback?
  2. How does this assessment affect my performance as a trainer?
  3. What would I like to develop?
  4. What would I like to change?
COMMUNICATION:  Share your final findings and improvements with people who were giving you the feedback. “ Thanks to the received feedback I plan …… “ 
FOLLOW UP: How would you like to record and save the outcomes of the feedback?
I will keep the feedback and conclusions:I will return to these notes on (date):

Reflection questions:

  • What do you learn about yourself while collecting feedback?
  • What helps you in this process? What supports effective learning?
  • What other important feedback criteria are worth remembering?

Exercise

CLARITY:
  1. What would you like to evaluate when it comes to your performance as a trainer?
    Behaviour?
    Attitude?
    Skill?
  1. How would this assessment affect your performance as a trainer?
  1. Specify your question for the feedback.
“Please, share your reflection, how do you think I …”

“At what point especially …”

etc.

DIVERSITY Whom do you want to interview?

  • The person I work with on a regular bases
  • A person who is my master/teacher/mentor/authority
  • A random person who has witnessed my performance 

other: 

Name:
Name:
Name:
Name:
ADEQUACY Name:

Name:

Name:

Name:

How would you like to ask for feedback?

  • e-mail, personal meeting, informal context, evaluation questionnaire, another creative way/method etc:  
CURIOSITY In which way would you stimulate your curiosity and openness for everything that comes?  I should remember……………

Just before receiving feedback I …….

CONTAIN Notes from the feedback without interpretation:
APPRECIATION: How would you like to thank your responders for feedback?
How can I express my gratitude to…?Name:Name:Name:Name:
CONCLUSIONS:
  1. What have I learnt from received feedback?
  2. How does this assessment affect my performance as a trainer?
  3. What would I like to develop?
  4. What would I like to change?
COMMUNICATION:  Share your final findings and improvements with people who were giving you the feedback. “ Thanks to the received feedback I plan …… “ 
FOLLOW UP: How would you like to record and save the outcomes of the feedback?
I will keep the feedback and conclusions:I will return to these notes on (date):

Author of the article: Dagna Gmitrowicz

Dagna Gmitrowicz – a senior trainer in the field of nonformal education, conducting international/national training and facilitating conferences since 2001. Creator of innovative educational tools and curriculum – Academy of Nonformal Education (PAJP), TOSCA training cycle, learning cycle in BECC Bridge to Cultural Centres, Colours and Needs cards, and many more. Member of several international trainers’ pools (It’s up to Me, TOSCA, European Solidarity Corp Polish NA pool and other). The member of the International Society for Self-Directed Learning after giving a lecture during SSDL Symposium 2020 in USA/Florida. Dagna Gmitrowicz is also a professional painter, and performer actively participating in a cultural scene in Germany and Poland, actively supporting cultural events and projects.
Website: www.dagna.space
Instagram: https://www.instagram.com/dagnagmitrowicz/
Facebook: https://www.facebook.com/dagna.space
TOY profile: https://www.salto-youth.net/tools/toy/dagna-gmitrowicz.1048/
Click here to read more about Dagna Gmitrowicz

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Editor: Eliza Zadłużna

I see my mission as supporting individuals, groups and organisations in the process of change, which can be acculturation process of a volunteer coming to a new culture, regaining self-confidence and finding a place on the job market, connecting to individual own’s potential and overcoming fears and self-limiting beliefs in order to take an act of courage and come up with a new plan. Coach, trainer and local activist.

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