The Art of Giving & Recieving Feedback
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Dont forget to refer to the resources in the right hand column which may help you.
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You are given permission to cut and paste anything out of Paddy McEvoy's book.
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Remember to see permision for any material that does not belong to you or Paddy. A permission request form can be found in the left hand column.
Pages: 20 sides of A4 (or less)
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Overall aim of this chapter: to help the reader realise that feedback happens in every part of our lives not just at work. And that there are different ways of giving feedback: some which work better than others. We need to help them realise that dysfunction often happens because feedback is given badly: in order to do this, we need to state specifically what makes feedback bad (e.g. judgemental comments) and what makes it more acceptable (e.g. basing it on observations/behaviour). Give examples to illustrate. Also mention something along the lines that for feedback to work, the reciever has to be in a 'recieving state'. For that to happen, one needs to ensure the reciever understands the whole point of feedback (i.e. to make them even better) and also to check their emotional state is ready for such information (i.e. ensuring nothing awful is going on at the moment in their lives - something many of us just simply don't do but should!).
- What is feedback
- The fact that feedback happens in every part of our lives, so fine tuning this skill will help not only with our training but possibly with out professional and personal lives
- Principles of Giving Feedback
- Methods: ALOBA, SET-GO, Pendleton, using Gibb's Reflective Cycle, Parroting, Sandwiching
- Handout for trainees
- with example phrases
- A note on 'Recieving Feedback'