What do you do if your colleagues need constructive feedback in the classroom?

Para dar um feedback construtivo da aula de um professor experimente a ferramenta ++MARCA+, ela vai ajudar na melhoria contínua do seu colega docente. Para usar o modelo ++MARCA+: +Talentos, +Talento evidenciado pelo comportamento de alinhamento ou reforço, M - Momento, quando aconteceu, A - Ação, o que fez, R - Reação, impacto imediato, C - Consequência, impacto de médio e longo prazo, A- Alinhamento, contribuição do líder provocando manutenção ou mudança de comportamento, + compromisso do liderado em manter e compartilhar ou mudar o comportamento.

One thing I have found helpful in this regard is creating a culture of development amongst colleagues. If colleagues know your feedback will be developmental and not judgemental, they are far more likely to take on board the message. Making staff aware of the focus of the feedback you are likely to deliver is also useful.

However, when observing, in person or alongside a secure video recording (if permitted), ensure clear timestamps. This helps articulate a narrative. At X minutes, you commenced this task and it took Y minutes, but you stated it would take Z minutes. Alongside a time reference, have the criteria for observation referenced throughout. Which aspects are being looked at during that point? Effective questioning? Effective assessment for learning? Montoring progress in the classroom? Use of technology for learning? Student collaboration or interaction with the teacher. This ensures objectivity and not subjectivity of what was observed, when and against what criteria.

I have also found it is far more useful to observe the students and their outcomes, rather than the teacher. There are a variety of different approaches to teaching which could be used, but all are equally as valid, if the outcome of the pupils is good or better. This is what I would always base my feedback on.

As Brene Brown says “clear is kind”. It is so important as a leader that you are clear and lean towards supporting your team members to grow. Growth does not always happen in an incredibly gentle environment. Sometimes a catalyst needs to be firm and fair. Provide clear feedback, but the provide a direction and how you as their leader are going to support them on their journey. Do not hide from being honest, it is much better to be open than to conceal.

Clarity is key. When providing feedback make sure you do the following: 1. Explain them about WHAT specifically is the feedback about. 2. WHY is it important. 3. HOW can they improve their performance. Put a special emphasis on the WHY because the WHY in so many ways determines the HOW and resultantly the effectiveness of your feedback.

Regular follow-up meetings are essential for feedback to drive ongoing professional growth. By scheduling periodic check-ins, you show dedication to your colleagues' development and create opportunities to address emerging challenges. This consistent dialogue fosters a culture of continuous improvement, where feedback isn't just a one-time event but an integral part of the ongoing journey toward excellence. Such practices reinforce the value of feedback and its role in supporting long-term success within the team.

Reflection is vital in order to ensure any message is listened and acted upon. Asking for feedback after the observation, and regular meetings as well to follow up on issues are vital. Also the use of colleagues to share practice with others allows reflection.

We can only adjust our decision-making when we get some constructive feedback, objective observation and also the time to reflect and follow-up afterwards. Nobody is perfect, however we can assimilate new strategies which make change, growth and perception plus positive techniques to take root in our decision-making. Results will evident.

Check out two books that are great on this topic. Leaders I coach LOVED "Thanks for the Feedback." This book is about receiving feedback better, but as a result you will learn to give feedback better too. Switchtracking might be the most important idea I learned. That's when two people are discussing two different parts of a topic and are getting increasingly frustrated. The other book I want to recommend is Kim Scott's Radical Candor. The gist is for feedback to land well it needs to be both direct and compassionate.