THE ART OF GIVING EFFECTIVE FEEDBACK

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THE ART OF GIVING EFFECTIVE FEEDBACK

• Vik Mohan
• Associate Dean

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WHY IS FEEDBACK IMPORTANT?
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GOOD AND BAD FEEDBACK

• Can you think of a time when you received
  feedback in a way that you experienced as
  helpful? What made it a positive experience for
  you? What was the outcome?
• Can you think of a time when you gave feedback
  that you were happy with? How did you achieve
  that? What was the outcome?

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EFFECTIVE FEEDBACK

• Intent
• Within a culture that supports and encourages
  feedback
• Given by the appropriate person, in the
  appropriate environment
• Given the priority it deserves
• Timely

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EFFECTIVE FEEDBACK

• Specific
• About the observed behaviour, not the person
• Focussing on the consequences of the behaviour,
  and why giving this feedback is important
• Delivered with a developmental outcome in mind

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THE FEEDBACK SANDWICH

• APPRECIATE
• CHALLENGE
• ENCOURAGE AND SUPPORT

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THE FEEDBACK SANDWICH

• IDENTITY something positive about the person
• BEHAVIOUR specific observations about behaviour,
  without any interpretation or judgement, possibly
  with reference to consequences
• SKILL what is this persons learning need here?
  What can they learn that will help them?

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Your turn...

• Not washing up coffee cup in the kitchen
• Talking too much, not listening enough
• Turning up late for meetings
• Rude telephone manner
• Rude/dismissive of another staff member

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IN PAIRS

• How are you going to ensure you give effective,
  formative feedback to your F2 doctor?

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MEETING YOUR CHALLENGES
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IN TWO GROUPS

• Write down a list of what you perceive your
  challenges to be in your role as supervisor of F2
  doctors
• Make them as specific as possible, so that
  another person reading them understands exactly
  what you perceive the challenges to be