Feedback.

Is not simply advice, it is specific information about the comparison between observed performance and a standard, given with the intent to improve performance.

Why give feedback?

  • Sense of responsibility.
  • Mentoring role.
  • Commitment to improving trainee.
  • To support and enhance performance.


It should be a partnership / 360


Aspects of good feedback.

  • Regular , scheduled.
  • Learner centred, establish rapport and set their agenda.
  • Given enough time.
  • Soon after episode on which it is sought.
  • Ideally be based on something observed first hand.
  • Specific. give examples.
  • Consistent.
  • Supportive / constructive.
  • Suggestions not prescriptive comments.
  • Non judgemental - focused on behaviour / knowledge not personality.
  • Justified.
  • Honest!
  • Stay safe- watch for emotional upset.
  • Confidential.
  • Interns unmet needs can be a trainers educational needs!
  • Should apply only to things that can be changed.
  • Says as much about person giving feedback as person receiving it.


Timing of feedback - ensure necessary, right time, right place and right frame of mind.

Guidelines for Receiving Feedback

  • Listen to feedback.
  • Assume that feedback is constructive.
  • Use and consider only those elements which are constructive, and consider them carefully.
  • Pause and think before responding.
  • Ask to repeat if you haven’t heard clearly.
  • Ask for clarification or examples if statements are unclear or unsupported.
  • Accept negative and positive feedback positively for consideration, rather than dismissively for your protection.
  • Ask for suggestions of ways you might modify or change your behaviour.
  • Respect the person giving feedback, and thank them.

Reactions to feedback - can be predicted.