Tutorial on how to provide more useful feedback after a training session.

1. Ivan Walsh.com
How to
Provide Meaningful
Feedback in Your
Training
© 2015 Ivan Walsh

2. Gimme Feedback!
What’s your reaction?
It is… that unpleasant feeling when you feel
obliged to do something… but would rather not?
Somehow there is a negative element associated
with feedback.

3. Gimme Feedback!
Others need it too.
Why?
It helps them see their blindspots.
Without it, you keep going in circles knowing that
something is wrong but… not sure why, when or
how to fix it.

4. Gimme Feedback!
Feedback helps you see mistakes AND shine some
light on how you can improve things.
At its best, feedback is like a sounding board.
It’s not judgmental or offensive.
It give you a new way of looking at things.

5. It’s all Subjective isn’t it?
The worst – and least helpful type – of feedback is
when people criticize something because of
feelings.
“you know, it doesn’t feel right?”
If you work in the design world, you’ll often hear this.
So how do we get around it?

6. But it’s all subjective, isn’t it?
If they say, ‘that web design doesn’t work for me’,
ask them to explain where (not why) it doesn’t work.
Why?
Subjective feelings are just that – subjective!
Try to get them to give examples. Something you
can use for reference.

7. Don’t keep them hanging on
If you agree to give feedback
arrange a time, meet, be prepared.
But don’t keep them waiting.
They’re counting on your feedback and could have
asked someone else.
They asked you. If you agreed, then meet up!

8. Let me give you an honest opinion
When I hear this, I know there’s trouble coming.
It’s a common prefix to offer personal criticism
dressed as something else.
The ‘honest’ implies you need to hear what’s coming
at you, but in general, it’s a nasty way to deliver
feedback.
The intention is usually to hurt the other person. Be
prepared!

9. Don’t move the goalposts
Stay within the perimeter of the software, course, or
service you’ve been asked to review.
Don’t say that it would be better IF something else
had been added.
That’s side stepping the issue.
What did you not enjoy.
Be specific.
Give an example of a similar product and how it was
better or worse.

10. I agree to disagree
Don’t patronize me with this.
If you disagree with something, just say it.
We’re adults. You don’t have to sugar coat it.
It’s a way to avoid making any comment that
might… might possibly offend the other person.
Instead, get to the point.

11. Are you good at giving feedback?
This is worth thinking about.
After giving the feedback, is the person better
equipped to go forward and improve how they do
something?
If not, maybe your feedback was simply criticism.

12. Are you…?
See the feedback process as a challenge.
Can I explain this as clearly as possible without
being misunderstood?
Can I be sure they’ve understood my point clearly?
What example, analogy, or story can I share to help
clarify my point?

13. Be Sensitive
I try to give feedback the way I’d like to receive it.
Try to be sensitive to the situation—especially for
feedback about an incorrect answer. Instead of
saying WRONG!, present feedback in a neutral way
that doesn’t make your learners feel like they are
stupid for getting it wrong.
Focus feedback on behaviors that can be
changed, not personality traits.

14. Be Concise
It doesn’t all have to be doom and gloom. Feedback
doesn’t have to be negative.
See it as a way to help the other person deepen
their understanding.
Put yourself in their shoes. What’s the one thing they
really need to know?
Share this the way you would with a friend.

15. And finally
Where did it work?
Feedback is a great teaching opportunity.
If you follow these guidelines for sharing feedback,
you’ll improve your training courses and allow your
students to progress faster.

16. PS:
There’s more at
www.Klariti.com