communication and deliberate feedback
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Words Hard to Say and Hard to Hear
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Giver’s Point of View Receiver’s Point of View
Failure to observe performance first-hand
Lack of clearly defined standards about what constitutes competent performance
Concerns that feedback will elicit an emotional reaction/ be hurtful / or damage the relationship
Bad experiences in the past receiving feedback
Perception that feedback is a statement about personal worth or potential as an educator
Concerns that feedback will elicit an emotional reaction/ be hurtful / or damage the relationship
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FeedbackGiver
Feedback Receiver
Feedback in an Ideal Feedback in an Ideal WorldWorld
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Feedback in the Real World of Feedback in the Real World of Two-Way CommunicationTwo-Way Communication
OpenConceale
d
Unknown Blind
Feedback GiverFeedback Giver
OpenConceale
d
Blind Unknown
Feedback ReceiverFeedback Receiver
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OpenConcealed
Unknown Blind
Feedback Receiver Feedback Receiver
The Idea Behind Receiving The Idea Behind Receiving Feedback Feedback
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The Ultimate Goal of Feedback:The Ultimate Goal of Feedback:To Create a More Open Dialogue To Create a More Open Dialogue Between Giver AND ReceiverBetween Giver AND Receiver
OpenConceale
d
BlindUnknown
Feedback ReceiverFeedback Receiver
Open
Unknown Blind
Feedback GiverFeedback Giver
Concealed
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Non-Recommended Recommended Techniques
Based on hearsay
Disrespectful climate
Judgmental approach
Focus on generalities
Too much/too little
Focus on personality
Not goal-based
Thoughts/feelings not elicited
No suggestions for improvement
Based on observations
Respectful climate
Non-judgmental approach
Focus on specifics
Right amount of feedback
Focus on behaviors
Based on agreed upon goals
Thoughts/feelings of receiver elicited
Suggestions for improvement