Feedback tools
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The document discusses tools for providing constructive feedback. It recommends starting feedback with two positives sandwiching one constructive point of criticism, referred to as the "burger model." It also suggests using the "KAD model" to note what the recipient should keep, add, or drop. When receiving feedback, the document advises being open and using it to improve skills rather than taking criticism personally.
Feedback tools
- 1. Tools to give Feedback
- 2. Why do we do it? To provide ongoing evaluation To create a space for people to reflect on their experiences To support people to learn from their actions ( Act, reflect and apply) To give people specific tools to develop and improve their training skills To make people believe in themselves and see their full potential To look ahead and see their challenges in a positive light
- 3. Tools to give constructive feedback The burger model Structure your feedback so you: Give a positive, a negative and a positive feedback. You start with a soft bun, then give constructive critique and then a soft bun. 28-09-11 Positive feedback Negative/ something to improve Positive feedback
- 4. KAD model What do you think the person should: KEEP ADD DROP
- 5. The I language and Appreciation I language Direct feedback from your own experience Use “I” instead of ‘you’ and ‘we’ Focus on the experience you had and not on the person that did it. Appreciation And remember: It is alright to praise somebody! Express what you liked most in somebody’s behaviour, what made the most important impression on you or what you suggest for someone to do in future. 28-09-11
- 6. How do I recieve feedback? Be honest before the feedback and inform where your limits are, and how much critic you can manage. Give space to the person who is giving you feedback Be open to the information giving and think of the feedback you receive in terms of constructive criticism – a way to improve!! You have a chance to develop your skills and get an understanding how you influence a group