Training Feedback Mechanisms

Remember that bad survey you wrote? The one that resulted in responses filled with blatant bias and caused you to doubt whether your respondents even understood the questions? Creating a survey may seem like a simple task, but even minor errors can result in biased results and unreliable data. If this has happened to you before, it's likely due to one or more of these common mistakes in your survey design: 1. Ambiguous Questions: Vague wording like “often” or “regularly” leads to varied interpretations among respondents. Be specific—use clear options like “daily,” “weekly,” or “monthly” to ensure consistent and accurate responses. 2. Double-Barreled Questions: Combining two questions into one, such as “Do you find our website attractive and easy to navigate?” can confuse respondents and lead to unclear answers. Break these into separate questions to get precise, actionable feedback. 3. Leading/Loaded Questions: Questions that push respondents toward a specific answer, like “Do you agree that responsible citizens should support local businesses?” can introduce bias. Keep your questions neutral to gather unbiased, genuine opinions. 4. Assumptions: Assuming respondents have certain knowledge or opinions can skew results. For example, “Are you in favor of a balanced budget?” assumes understanding of its implications. Provide necessary context to ensure respondents fully grasp the question. 5. Burdensome Questions: Asking complex or detail-heavy questions, such as “How many times have you dined out in the last six months?” can overwhelm respondents and lead to inaccurate answers. Simplify these questions or offer multiple-choice options to make them easier to answer. 6. Handling Sensitive Topics: Sensitive questions, like those about personal habits or finances, need to be phrased carefully to avoid discomfort. Use neutral language, provide options to skip or anonymize answers, or employ tactics like Randomized Response Survey (RRS) to encourage honest, accurate responses. By being aware of and avoiding these potential mistakes, you can create surveys that produce precise, dependable, and useful information. Art+Science Analytics Institute | University of Notre Dame | University of Notre Dame - Mendoza College of Business | University of Illinois Urbana-Champaign | University of Chicago | D'Amore-McKim School of Business at Northeastern University | ELVTR | Grow with Google - Data Analytics #Analytics #DataStorytelling

*** 🚨 Discussion Piece 🚨 *** Is it Time to Move Beyond Kirkpatrick & Phillips for Measuring L&D Effectiveness? Did you know organisations spend billions on Learning & Development (L&D), yet only 10%-40% of that investment actually translates into lasting behavioral change? (Kirwan, 2024) As Brinkerhoff vividly puts it, "training today yields about an ounce of value for every pound of resources invested." 1️⃣ Limitations of Popular Models: Kirkpatrick's four-level evaluation and Phillips' ROI approach are widely used, but both neglect critical factors like learner motivation, workplace support, and learning transfer conditions. 2️⃣ Importance of Formative Evaluation: Evaluating the learning environment, individual motivations, and training design helps to significantly improve L&D outcomes, rather than simply measuring after-the-fact results. 3️⃣ A Comprehensive Evaluation Model: Kirwan proposes a holistic "learning effectiveness audit," which integrates inputs, workplace factors, and measurable outcomes, including Return on Expectations (ROE), for more practical insights. Why This Matters: Relying exclusively on traditional, outcome-focused evaluation methods may give a false sense of achievement, missing out on opportunities for meaningful improvement. Adopting a balanced, formative-summative approach could ensure that billions invested in L&D truly drive organisational success. Is your organisation still relying solely on Kirkpatrick or Phillips—or are you ready to evolve your L&D evaluation strategy?

Corporate Soul Stories Chapter 16: The Art of Giving Creative & Constructive #Feedback – Growing Without Tearing Down Claire was a rising leader—sharp, driven, and always pushing her team to be better. But if she was honest, there was one part of leadership she dreaded: Giving feedback. She had seen it go wrong too many times. 🚨 The Sugarcoated Trap: Feedback so vague and polite that it did nothing to help. 🚨 The Bulldozer Approach: Brutal, demoralizing, and crushing instead of coaching. 🚨 The Avoidance Game: No feedback at all—just silent resentment until it was too late. But the best leaders? They knew the secret: Feedback isn’t about criticism. It’s about growth. The Garden Analogy: How Great Feedback Works One day, Claire’s mentor, a veteran executive named Mark, gave her a new way to look at feedback. "Think of your team like a garden," he said. "Some plants need sunlight—encouragement, praise, recognition." "Some need pruning—corrections, adjustments, realignment." "Some need deeper roots—mentorship, challenges, new skills." "Your job? To help them grow—not to rip them out of the soil." That was Claire’s turning point. The 3 Rules of Game-Changing Feedback ✅ 1. Focus on Growth, Not Judgment Instead of “This was wrong,” she started saying “Here’s how we can make this even better.” It wasn’t about pointing fingers. It was about pointing forward. ✅ 2. Make It Specific and Actionable Instead of “You need to improve your presentations,” she said “Let’s work on making your key points clearer in the first two minutes.” No one can fix vague feedback. Clarity creates progress. ✅ 3. Balance Praise with Challenge She learned to celebrate strengths while addressing areas to improve. People need to hear what they’re doing right so they have the confidence to tackle what’s wrong. The Transformation: When Feedback Becomes a Superpower Claire’s team changed. 🚀 People stopped fearing feedback and started asking for it. 🚀 Mistakes became less about failure and more about learning. 🚀 Productivity soared—because when people know how to improve, they actually do. And here’s the kicker—Claire grew too. Because the best leaders don’t just give feedback. They invite it. They ask, “What can I do better as your leader?”—and they listen. Final Thought: Feedback Isn’t a Weapon. It’s a Gift. The difference between a boss and a leader? A boss tells you what you did wrong. A leader shows you how to do it right. Ask Yourself Today: "Am I helping people grow—or just pointing out what’s broken?" "Do I avoid feedback because it’s hard, or embrace it because it’s necessary?" Because the best teams thrive on feedback. Not fear. To be continued… 🚀 DC*

Few quick lessons as an entrepreneur turned Product Marketing Manager here at PortPro Course Correction: 🔄 Adaptability: Pivoting and adjusting strategies based on customer feedback, market trends, and performance metrics is crucial. Flexibility can turn potential pitfalls into growth opportunities. 📈 Continuous Improvement: Regularly refining our product, marketing strategies, and ongoing customer engagement keeps us competitive and relevant. 👥 Customer-Centric Approach: Our success hinges on complex real-world, #drayage results that drive customer satisfaction and retention. Adapting based on feedback leads to better user experiences and higher retention rates. There's nothing like the voice of the customer - especially within an organization with a high product release rate. Execution: 🛠️ Consistency and Reliability: Delivering products and services reliably builds trust and satisfaction. Customers will give you the benefit of the doubt, be more receptive to feedback calls, and try out your new releases sooner rather than later. ⚙️ Efficiency: Optimizing processes and resources to hit our goals effectively leads to higher productivity and better financial performance too. Know your KPIs and, when you can, instrument your product to track them 📈 Scalability: As we grow, scalable and repeatable execution processes are essential. It helps manage increasing demand without compromising on quality and speed. The Balance: 🪄 Early Stages: Focus on course correction to find that sweet product-market fit. 🚀 Growth Phase: Reliable execution is key to scaling and meeting demand. If things aren't flowing as you feel they should, raise concerns early, and engage with your team to find solutions that everyone can buy into. 🏆 Mature Stage: A perfect balance ensures stability, innovation, and responsiveness to market changes. It takes time and work to get here but with the right team, the sky's the limit. Practical Lessons: 🚫 Don't Do Everything for Everyone: Sometimes, it's better to hit the pause button if you find yourself stuck. Set your team up for support and review. Often, they’ll step in and do their thing, adding their expertise as you go. The sum of the whole is greater than the parts. ⏳ Time is a Premium: For certain roles in the org, if you can't get what you need from high-demand individuals, work with what you have. Notify, and move forward. 💼 Have a Backup Plan: Execution is king, and within that execution sits course correction. Be ready and able to hit unpublish when you need to. Being mindful of course correction and execution is equally important. It’s about finding that harmony and adapting to customer business needs within the current market environment. Regular reviews and strategic adjustments while maintaining high execution standards lead to sustained success and profitable growth. #SaaS #Growth #Innovation #CustomerSuccess #ProductManagement

Leaders: Stop winging feedback. Use frameworks that drive growth. Giving feedback isn’t easy - but winged feedback often leads nowhere. Without structure, your words might confuse, demotivate, or even disengage your team. Here are 4 feedback frameworks that create clarity, build trust, and drive growth (and 1 to avoid): 1) 3Cs: Celebrations, Challenges, Commitments 🏅  → Celebrate what’s working well. → Address challenges with honesty. → End with commitments for improvement. 2) Situation-Behavior-Impact (SBI) 💡  → Describe *specific* situations. → Focus on observed behavior. → Explain its impact on team or goals. 3) Radical Candor 🗣️  → Care personally while challenging directly. → Show empathy but stay honest. 4) GROW Model: Goal, Reality, Options, Will ⬆️  → Set goals for feedback. → Discuss current reality. → Explore options for growth. → Commit together on action steps. ❌ 5) DO NOT USE: Feedback Sandwich ❌  → Start with something positive. → Address areas needing growth. → Close with another positive. ‼️ This outdated model tends to backfire as people feel manipulated. Structured feedback isn’t just about improving performance. It builds trust, fosters open communication, and creates an environment for continuous learning. ❓Which framework do you use to give feedback? ♻ Share this post to help your network become top 1% communicators. 📌 Follow me Oliver Aust for more leadership insights.

Just got your engagement survey results back? Low score on “My organisation supports my learning and development”...even though you’ve invested in programs, platforms, or people? Yep - been there. Here’s the kicker: It’s rarely about the amount of learning on offer. It’s about the experience of it. Here’s what I’ve learned along the way: ➡️ If people don’t have time, they won’t engage. ➡️ If managers aren’t having quality dev convos, nothing sticks. ➡️ If people don’t recognise how they’re growing, it doesn’t feel like growth. Here’s what I’ve done in the past - and seen work: ✅ Reframe what development actually means ✅ Build just-in-time learning around existing convos ✅ Make it something you do, not something you attend And yep - those engagement scores start to shift. Not because you added more. But because it became clearer, easier, and part of daily work. If your score sucked - it’s not game over. Double down on what’s already happening: 1:1s, goal check-ins, career chats. Then add in the prompts, nudges, and habits that turn those moments into actual progress. Because this isn’t just about fixing a number. It’s about making sure learning actually happens and gets put into action - in real time, not just review time. #microlearning #action #learninganddevelopment #peopleskills #engagementsurvey

Ever felt that post-workshop high? But you wonder if it translates to lasting change? Here's a 5 step process for real impact We've been there. You finish a workshop. Everyone leaves buzzing. Your feedback scores are through the roof. But was it... A "sugar rush" or "nutrient rich" experience? In the 21 years of running sessions in different contexts, I've realised there is a way to deliver energising workshops AND provide lasting value. → 𝗦𝘂𝗴𝗮𝗿 𝗥𝘂𝘀𝗵 𝗪𝗼𝗿𝗸𝘀𝗵𝗼𝗽𝘀 Participants leave excited. High feedback scores. Temporary motivation. No real change in behaviour. → 𝗡𝘂𝘁𝗿𝗶𝗲𝗻𝘁 𝗥𝗶𝗰𝗵 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗮𝗻𝗰𝗶𝗲𝘀 Participants leave with a plan. Lower immediate excitement (perhaps). Content is processed. Lasting behaviour change. We want to the latter. And here's how: 1️⃣ SET THE CONTEXT ↳ Uncover challenges and hopes ahead of time. Meet people where they're at to unfold what happens next. 2️⃣ ENGAGE DEEPLY ↳ Ensure participants are not just passive listeners. Design for interactivity and cater of different styles 3️⃣ PLAN FOR ACTION ↳ Help them develop a concrete plan to implement what they've learned. Conduct debriefs. Give an action plan. 4️⃣ FOLLOW UP ↳ Provide post-workshop support and resources. Pre-design with the sponsor even if you're not involved in the implementation. 5️⃣ MEASURE IMPACT ↳ Go beyond feedback forms. Capture a baseline, collect evidence in sessions & track outcomes over time. Remember, the true measure of success is not how high your feedback scores are. It's the lasting impact you have on your participants. Let's move away from sugar-rush workshops and towards nutrient-rich consultancies. ~~ ✍️ What do you do to ensure your workshops have a lasting impact? ♻️ Reshare if you found this useful

🔍 𝐑𝐞𝐚𝐥𝐢𝐬𝐭𝐢𝐜 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐭𝐨 𝐅𝐨𝐬𝐭𝐞𝐫 𝐚 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐂𝐮𝐥𝐭𝐮𝐫𝐞 𝐢𝐧 𝐏𝐘𝐏 𝐂𝐥𝐚𝐬𝐬𝐫𝐨𝐨𝐦𝐬 🌱 Creating a strong feedback culture in an IB PYP classroom is essential for student growth, reflection, and agency. Feedback should be constructive, continuous, and student-centered, allowing learners to take ownership of their progress. But how can we ensure that feedback is meaningful and engaging? Here are 𝐞𝐢𝐠𝐡𝐭 𝐫𝐞𝐚𝐥𝐢𝐬𝐭𝐢𝐜 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 that can help foster an effective feedback culture in your classroom: ✨ 𝐓𝐡𝐞 "𝐅𝐢𝐱 𝐈𝐭" 𝐋𝐢𝐬𝐭 – Encourage students to maintain a list of areas they need to improve. This strategy promotes self-reflection and goal setting. ⭐ 𝐓𝐰𝐨 𝐒𝐭𝐚𝐫𝐬 𝐚𝐧𝐝 𝐚 𝐖𝐢𝐬𝐡 – A simple yet powerful peer and self-assessment tool where students highlight two things they did well and one area for improvement. 💡 𝐆𝐥𝐨𝐰 & 𝐆𝐫𝐨𝐰 𝐂𝐨𝐦𝐦𝐞𝐧𝐭𝐬 – Students and teachers use "Glow" (positive feedback) and "Grow" (constructive feedback) statements to guide reflection and progress. 🔄 𝐓𝐡𝐞 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐂𝐚𝐫𝐨𝐮𝐬𝐞𝐥 – Students rotate in small groups, giving and receiving feedback on each other’s work, ensuring varied perspectives and deeper insights. 📝 𝐄𝐱𝐢𝐭 𝐓𝐢𝐜𝐤𝐞𝐭 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 – A quick and effective way to gauge student understanding at the end of a lesson. Students write reflections or questions on a sticky note before leaving. 🔍 𝐈 𝐍𝐨𝐭𝐢𝐜𝐞, 𝐈 𝐖𝐨𝐧𝐝𝐞𝐫, 𝐈 𝐒𝐮𝐠𝐠𝐞𝐬𝐭 – A structured reflection framework that encourages students to observe, inquire, and provide constructive feedback. 📌 𝐒𝐭𝐢𝐜𝐤𝐲 𝐍𝐨𝐭𝐞 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤 𝐖𝐚𝐥𝐥 – A collaborative space where students leave anonymous or named feedback on their peers' work, promoting a supportive learning environment. 🚦 𝐓𝐫𝐚𝐟𝐟𝐢𝐜 𝐋𝐢𝐠𝐡𝐭 𝐑𝐞𝐟𝐥𝐞𝐜𝐭𝐢𝐨𝐧 – A self-assessment tool where students use red, yellow, and green indicators to express their level of understanding and confidence in a topic. 🤝 𝐓𝐞𝐚𝐜𝐡𝐞𝐫-𝐒𝐭𝐮𝐝𝐞𝐧𝐭 𝐂𝐨𝐧𝐟𝐞𝐫𝐞𝐧𝐜𝐞𝐬 – One-on-one discussions between educators and students that allow for personalized feedback and targeted support. By incorporating these strategies, we empower students to develop their metacognitive skills, become reflective learners, and take ownership of their learning journey. 🌍✨ 📌 What feedback strategies do you use in your classroom? Share your thoughts in the comments! ⬇️ 𝐉𝐨𝐢𝐧 𝐭𝐡𝐞 𝐈𝐧𝐪𝐮𝐢𝐫𝐲 𝐂𝐥𝐚𝐬𝐬𝐫𝐨𝐨𝐦 𝐖𝐡𝐚𝐭𝐬𝐀𝐩𝐩 𝐜𝐨𝐦𝐦𝐮𝐧𝐢𝐭𝐲:-. https://lnkd.in/gzX_x8Hj 𝐓𝐨 𝐥𝐞𝐚𝐫𝐧 𝐦𝐨𝐫𝐞 𝐚𝐛𝐨𝐮𝐭 𝐭𝐡𝐞 𝐦𝐞 𝐚𝐧𝐝 𝐦𝐲 𝐏𝐘𝐏 𝐫𝐞𝐬𝐨𝐮𝐫𝐜𝐞𝐬 𝐊𝐢𝐧𝐝𝐥𝐲 𝐕𝐢𝐬𝐢𝐭: https://lnkd.in/g2ijMEsW #inquiryClassroom #IBPYP #StudentAgency #FeedbackCulture #InquiryBasedLearning #IBEducation #Reflection #AssessmentForLearning #PeerFeedback #GrowthMindset

If your feedback isn't changing behavior, you're not giving feedback—you're just complaining. After 25 years of coaching leaders through difficult conversations, I've learned that most feedback fails because it focuses on making the giver feel better rather than making the receiver better. Why most feedback doesn't work: ↳ It's delivered months after the fact ↳ It attacks personality instead of addressing behavior ↳ It assumes the person knows what to do differently ↳ It's given when emotions are high ↳ It lacks specific examples or clear direction The feedback framework that actually changes behavior: TIMING: Soon, not eventually. Give feedback within 48 hours when possible Don't save it all for annual reviews. Address issues while they're still relevant. INTENT: Lead with purpose and use statements like - "I'm sharing this because I want to see you succeed" or "This feedback comes from a place of support." Make your positive intent explicit. STRUCTURE: Use the SBI Model. ↳Situation: When and where it happened ↳Behavior: What you observed (facts, not interpretations) ↳Impact: The effect on results, relationships, or culture COLLABORATION: Solve together by using statements such as - ↳"What's your perspective on this?" ↳"What would help you succeed in this area?" ↳"How can I better support you moving forward?" Great feedback is a gift that keeps giving. When people trust your feedback, they seek it out. When they implement it successfully, they become advocates for your leadership. Your feedback skills significantly impact your leadership effectiveness. Coaching can help; let's chat. | Joshua Miller What's the best feedback tip/advice, and what made it effective? #executivecoaching #communication #leadership #performance

How to use "autoregulation" within velocity-based training. Autoregulation allows you to adjust training intensity or volume based on an athlete's real-time performance data, ensuring that each workout aligns with their current physical capacity and readiness. Here’s how to use autoregulation effectively: 1️⃣ Warm-up Set: Begin with a warm-up set using a key lift that athletes regularly perform. 2️⃣ Fixed Load: Have the athlete perform the lift at a fixed load, ensuring consistency across sessions. 3️⃣ Compare Real-Time Velocity: Measure the real-time velocity during the lift and compare it to the athlete’s historical data. 4️⃣ Adjust Accordingly: Based on the comparison, you can decide whether to up-regulate (increase load or intensity) or down-regulate (decrease load or intensity) training for that day. This ensures the training load matches their current physical readiness. Autoregulation in velocity-based training allows for smarter, individualised programming and helps athletes optimise their training load. This topic is part of my "Measures that Matter" series. If you're interested in learning more about velocity-based training and other measures that impact NFL athletes, check out the full video here: https://buff.ly/3WuRAUp #SportsScience #NFL #superbowl