Difference between revisions of "Feedback"
From Learning and training wiki
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The transmission of findings of [[Monitoring|monitoring]] and [[Evaluation|evaluation]] activities organized and presented in an appropriate form for dissemination to users in order to improve programme management, decision making or [[Organizational Learning|organizational learning]]. Feedback may include information such as findings, conclusions, recommendations and [[Lessons Learned|lessons learned]].<ref>[http://www.unfpa.org/monitoring/toolkit/tool1_glossary.pdf United Nations Fund for Population Activities (UNFPA). Programme Manager's Planning Monitoring & Evaluation Toolkit, 2004.]</ref><ref>[http://www.un.org/Depts/oios/mecd/mecd_glossary/index.htm Office of Internal Oversight Services (OIOS). Monitoring, Evaluation and Consulting Division, 2006.]</ref>}} | The transmission of findings of [[Monitoring|monitoring]] and [[Evaluation|evaluation]] activities organized and presented in an appropriate form for dissemination to users in order to improve programme management, decision making or [[Organizational Learning|organizational learning]]. Feedback may include information such as findings, conclusions, recommendations and [[Lessons Learned|lessons learned]].<ref>[http://www.unfpa.org/monitoring/toolkit/tool1_glossary.pdf United Nations Fund for Population Activities (UNFPA). Programme Manager's Planning Monitoring & Evaluation Toolkit, 2004.]</ref><ref>[http://www.un.org/Depts/oios/mecd/mecd_glossary/index.htm Office of Internal Oversight Services (OIOS). Monitoring, Evaluation and Consulting Division, 2006.]</ref>}} | ||
| + | {{Tool|Giving Feedback Effectively| | ||
| + | |||
| + | =='''Purpose'''== | ||
| + | The purpose of giving feedback is to improve a situation or performance. It is important to try to make it a positive process and experience. | ||
| + | |||
| + | =='''Content'''== | ||
| + | *Identify the topic or issue that the feedback will be about | ||
| + | *Limit your focus on no more than 2 issues | ||
| + | *Be specific and identify exactly what needs to be improved | ||
| + | *Prepare comments before giving feedback: this will help you be as clear as possible | ||
| + | *Where possible, use specific examples | ||
| + | *Give time to the other person to think through what you said and react to it | ||
| + | *Provide specific suggestions to improve the situation | ||
| + | |||
| + | =='''Manner'''== | ||
| + | *Be direct when delivering your message and avoid beating around the bush | ||
| + | *While public recognition is appreciated, public scrutiny is not. Therefore, establish a safe place to talk where you will not be interrupted or overheard | ||
| + | *Highlight positive aspects as well: a good rule is to start off with something positive or to give positive feedback at the end of the session | ||
| + | *In positive feedback, express appreciation; while in negative feedback, express concern. A tone of concern communicates a sense of importance and care, and provides the appropriate level of sincerity to the message | ||
| + | |||
| + | =='''Time'''== | ||
| + | *Giving feedback is not about surprising someone so the closer you do it, the better. | ||
| + | |||
| + | =='''Frequency'''== | ||
| + | *Feedback is a process that requires constant attention | ||
| + | *Distinguish between formal and informal feedback. In the first case, it may be given e.g. once a year or every three months, while in the second case simple, informal feedback should be given much more often- perhaps every week depending on the situation. | ||
| + | |||
| + | =='''Follow up'''== | ||
| + | *The whole purpose of giving feedback is to improve performance. Be sure to regularly follow up and make adjustments.<ref>[http://www.mindtools.com/pages/article/newTMM_98.htm] Giving Feedback: Keeping Team Member Performance High and Well Integrated (24 April 2013), [http://www.dummies.com/how-to/content/giving-constructive-feedback.html] Giving Constructive Feedback (24 April 2013), [http://www.forbes.com/sites/prettyyoungprofessional/2011/05/16/how-to-give-feedback-that-works/] How to Give Feedback that Works (24 April 2013)</ref> }} | ||
| + | |||
| + | =='''Job Aid'''== | ||
| + | |||
| + | [[Image:pdf.png]] [[Media:Toolkit_Template_A.D.D.I.E._Model.pdf|Designing Training: the ADDIE Checklist.pdf]] | ||
Revision as of 11:30, 24 April 2013
 FEEDBACK |
| Information returned to the learners related to any activity they have developed or to the progress they have made in a training or learning activity. The information can be qualitative in the form of comments, remarks and suggestions or in the form of marks or grades, including particular commentary related to the level of performance achieved.[1] The transmission of findings of monitoring and evaluation activities organized and presented in an appropriate form for dissemination to users in order to improve programme management, decision making or organizational learning. Feedback may include information such as findings, conclusions, recommendations and lessons learned.[2][3] |
 Giving Feedback Effectively | |
PurposeThe purpose of giving feedback is to improve a situation or performance. It is important to try to make it a positive process and experience. Content
Manner
Time
Frequency
Follow up
|
Job Aid
Designing Training: the ADDIE Checklist.pdf
References
- ↑ www.iml.uts.edu.au/assessment (29 July 2008)
- ↑ United Nations Fund for Population Activities (UNFPA). Programme Manager's Planning Monitoring & Evaluation Toolkit, 2004.
- ↑ Office of Internal Oversight Services (OIOS). Monitoring, Evaluation and Consulting Division, 2006.
- ↑ [1] Giving Feedback: Keeping Team Member Performance High and Well Integrated (24 April 2013), [2] Giving Constructive Feedback (24 April 2013), [3] How to Give Feedback that Works (24 April 2013)