Giving and Receiving Feedback With Your Practice Partner (including Yourself!)
by David Phillips and Stephen Shortnacy, April 6, 2015
Ideal feedback—the hot stove. Immediate, Unambiguous, Consistent, No value judgement.
Master skills to drive your own learning.
Get feedback—Defending, Attacking, Withdrawing versus mining for the gold.
Give feedback—Blaming, Complaining, Theorizing versus giving the real good.
Both giving and receiving feedback take practice to do well.
Yes, make feedback:
- focused on the solution
- test immediately
- test from the same place!
- reflect on later
NO, don’t make feedback:
focused on the error
continue as you were
evaluated and discussed
Receiving: Defending, Attacking, Withdrawing versus mining for the gold.
Giving: Blaming, Complaining, Theorizing versus giving the real good.
True observations, false observations, judgements.
GAME: Skill development: seizing your axis with every step.
Make feedback fast and frequent. Reset for each trial. Apply feedback immediately.
TIME OUT: I’m feeling (overwhelmed, confused, tired, irritable, distracted, hungry). Let’s put a hold on feedback for now. Or, Let’s wait for the teacher.
Nonviolent Communication: A Language of Life by Marshall Rosenberg
Thanks for the Feedback: The Science and Art of Receiving Feedback Well by Douglas Stone, Sheila Heen
Practice Perfect: 42 Rules for Getting Better at Getting Better by Doug Lemov, Erica Woolway, Katie Yezzi