When providing performance feedback, how effectively you communicate can mean the difference between a positive outcome and an awful outcome. As an experienced education professional, you’ve probably developed a high standard of communication skills already, so in this tutorial, we’ll focus on two techniques that you can adopt if you’d like to explore other approaches to feedback.
The two techniques that can be particularly effective are:
1.Constructive Feedback Model (e.g., SBI Model – Situation, Behaviour, Impact): This model is a structured way of delivering feedback that is clear and specific. It involves three components:
o Situation: Begin by referencing the specific situation or context where the behaviour occurred. This sets the stage for the feedback and ensures clarity.
o Behaviour: Describe the specific behaviour observed. It’s important to focus on observable behaviour rather than making assumptions about intentions or attitudes.
o Impact: Explain the impact of the behaviour on the team, the learning environment, or the RTO’s goals. This helps the recipient understand the consequences of their actions and the importance of the feedback. Using the SBI model ensures that feedback is factual, objective, and focused on behaviours that can be changed or improved.
2. Two-Way Communication and Active Listening: This technique involves not just delivering feedback but also engaging in a dialogue. It’s important to:
o Encourage Response: After providing feedback, encourage the recipient to share their perspective. This can provide insights into their actions and any challenges they may be facing.
o Active Listening: Practice active listening when the recipient responds. This means paying full attention, acknowledging their points, and clarifying or asking questions if needed. Active listening shows respect for their viewpoint and helps in understanding their side of the story.
Two-way communication ensures that feedback is not just a one-sided conversation but a collaborative discussion where both parties can express their views and work towards improvement.
Both of these techniques help you to make the feedback process more effective, ensuring that it is not only informative but also respectful and conducive to professional growth.