The Right Kind of Feedback
Receiving feedback from people you are training sounds like a daunting experience. Feedback is often associated with negative opinions, unconstructive criticism and too frequently can depend on the mood or ego of the feedback-giver. This is what can happen if you leave your feedback open. If you find that what participants say isn’t useful to you, you need to use more direct questions to find out what you need to know and to be sure you are getting the right kind of feedback.
For the right kind of feedback, first decide exactly what you want to know. Some examples are:
You can still add other open questions to your feedback. The ideas others come up with can be extremely helpful, even if they are not part of your vision at the time. The directed questions should help you to find out exactly what you are curious about, so that even if the open questions lead nowhere, you will have exactly what you asked for.
You can ask for feedback directly from the group after the course, and if it isn’t online, some participants will probably prefer to tell you in person instead of writing it, as it takes much less time. Other participants, even after being on a face to face course, prefer to take their time over it and write it later. Anonymous feedback is often preferred, especially if they think there will be some consequences to what they write or don’t write. Giving participants a short course in how to write constructive criticism would be great but it probably won’t happen, so adding a simple ‘What would you suggest to improve…..?’ might help, as it enforces the constructive side of the feedback.
As always, feel free to give us any feedback here at Longvine! Good luck with your training!