Guiding feedback through ‘two part’ forms

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‘Observation and reflection’ is considered one of the most important stages of the learning cycle, one powerful way to encourage reflection is through feedback. However, research shows that most people typically find it easier to provide feedback on the ‘outcome’ of a task rather than on the’process’ of how a task was completed. Many organizations also find it difficult to provide consistent coaching experiences across their organization.

Through our latest update we wanted to see how far we could push improvement of  coaching and feedback by using technology to increase the quality, as well as the consistency, of feedback.

How does the two-part form work?

Once the coachee has completed an activity, a feedbacker is prompted to answer a set of coaching questions. For example, if a learner was asked to submit a video of their sales presentation, the second part of the form would ask the feedbacker to comment on accuracy of information, tone of voice, body langauge, persuasive language etc. Therefore ensuring the feedbacker provides more valuable feedback and discourages the generic “Well done, you did a fantastic job” response.

How does it make the coaching experience more effective?

What happens if the task is not been completed to a required level?

When an activity has been completed the feedbacker may either “Approve” or “Reject” teh task, based on the quality of evidence provided. If the activity is rejected, the learner is invited to re-do the activity via a notification. Within the new activity, the coachee can see the feedbacker’s responses and their previously submitted evidence. This enables the coachee to use the feedback before modifying their response.

If you would like to know more about this feature and see it in action, sign up for a short demo here.


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