An introduction
to feedback methods
This
page is different to the other pages in this tutorial. This is because
the stakes are higher when feedback enters the learning process. The
'normal' way to read the other pages in this tutorial is to complete at
least one cycle in each review (even though it sometimes pays to
'leave' the cycle at earlier stages).
Where groups are
unaccustomed to giving and receiving feedback, it is better to regard
the cycle as a longer-term progression in which you do not move to the
next stage until participants are reasonably comfortable with the stage
you are at. For example, on a five day course, try this sequence:
- Day 1: use feedback
methods in Stage 1: Facts
(and reviewing methods from all stages)
- Day 2: use feedback
methods up to Stage 2: Feelings
(and reviewing methods from all stages)
- Day 3: use feedback
methods up to Stage 3: Findings
(and reviewing methods from all stages)
- Day 4: use feedback
methods mainly from Stage 4:
Futures (and reviewing methods
from all stages)
- Day 5: use feedback
methods from any stage, but the optimum time for feedback has already
passed - that was on day 4.
1.
FACTS
Feedback
in this zone is fairly neutral and superficial - like looking in the
mirror or listening to an echo. It is based on information that can be
picked up by observation and does not include anything about
motivations (hearts) or explanations (spades).
- Viewing a video or
photographs.
- Listening to an audiotape.
- Listening to things you said
being quoted by an observer.
- Being told about things you
may not have noticed at the time - such as how others appeared to be
responding to you (or vice versa), or how you overlooked something
significant.
- Being shown a log of how
(your) time was spent.
- Viewing a sociometric
diagram that captures the patterns of communication in the group.
- Watching an observer mimic
or caricature you.
2.
FEELINGS
Feedback
in this zone involves revealing something about what is going on under
the surface. It does not involve judgements such as ''I feel that ...''.
- Informing others about
emotions that resulted from something they said or did - using words,
pictures, metaphors or mime.
- Guessing the nature and
strength of emotions of others at particular points during the exercise
being reviewed - using empathy exercises - and...
- Learning about how well you
have guessed what it is like to be in the shoes of others - by
receiving feedback on your guessing.
3.
FINDINGS
Feedback
in this zone can generate resistance because it involves being judged
by others. People are generally less resistant to positive feedback and
are more likely to listen, accept and use feedback if they have
specifically asked for it.
- Receiving positive feedback
(e.g. Bingo)
- Receiving mixed but mainly
positive feedback (e.g. Gifts)
- Receiving feedback in
response to a specific question that you have asked (e.g. Warm Seat,
Goal Keepers)
- Receiving feedback
one-to-one from a buddy or mentor in response to a more general
question.
- Watching someone else
attempt to be you in an action replay or review of the exercise -
seeing and hearing yourself. (e.g. Changing Places or Egoing)
4.
FUTURES
Feedback
in this zone can take many forms. It is generally based on how people
respond to your attempts to tell or show them what you intend to do in
the future.
- Receiving ideas, suggestions
and advice (coulds and shoulds)
- Listening to predictions
from others about what you will do.
- Predicting what you will do
and listening to reactions.
- Receiving feedback on your
plans and expectations.
- Negotiating suitable future
action (e.g. Contract Solo)
- Receiving feedback during or
after practice or rehearsal (e.g. Future Walking or Role Play or Role
Reversal)
- Receiving advice in response
to a specific question that you have asked (e.g. Warm Seat)