How can you tailor feedback to meet each participant's unique needs?

Feedback is an essential part of any facilitation process, as it helps you and your participants learn, improve, and achieve your goals. However, feedback is not a one-size-fits-all solution. Different participants may have different needs, preferences, and expectations when it comes to receiving and giving feedback. How can you tailor feedback to meet each participant's unique needs? Here are some tips to help you.

1 Know your audience

Before you design and deliver feedback, you need to know who your participants are, what they want to learn, and how they like to receive feedback. You can gather this information through pre-work surveys, interviews, or assessments. You can also observe their behavior, communication style, and personality during the facilitation. Knowing your audience will help you choose the appropriate feedback format, content, tone, and timing.

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Ndlovu Morris Witness

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Audiences differ in terms of experience, level of education, age, culture and attitudes, among other variables. As such there is no need for a one size fits all approach. Each participant must be made to feel that they are unique and the facilitator should meet them at their level of understanding. The assertive ones should not be allowed to dominate completely. The reserved ones also need to be asked for their view points in a discrete way. A participatory approach is likely to get everyone on board. Role play is key in this regard, so is group work. Examples used and style and level of language must accommodate all. Even the jokes must consider age, culture and gender. No participant variable should be considered too big or too small.

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2 Use multiple methods

There is no single best way to provide feedback, as different methods may suit different situations and participants. You can use a variety of feedback methods, such as verbal, written, visual, or digital. You can also use different types of feedback, such as formative, summative, positive, constructive, or peer-to-peer. You can mix and match these methods and types according to your objectives, resources, and participants' needs. For example, you can use verbal feedback for immediate and interactive responses, written feedback for detailed and reflective comments, visual feedback for creative and engaging insights, and digital feedback for convenient and accessible feedback.

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Franco, Felipe Vasconcelos

Relações Humanas na Federação Paulista de Futebol ⚽
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A diversidade é a essência de um time forte. No feedback, assim como no campo, diferentes abordagens são necessárias para diferentes perfis. Referenciando os estudos de Kolb sobre perfis de aprendizagem, reconhecemos que as pessoas têm preferências distintas ao receber informações. Usar métodos diferentes, como feedback escrito, reuniões individuais e projetos práticos, garante que cada participante receba feedback de maneira que ressoe com seu estilo de aprendizagem. No ambiente corporativo, usar uma variedade de métodos de feedback atende às diferentes necessidades de aprendizagem. Essa abordagem holística promove um desenvolvimento mais abrangente e eficaz e lembre-se: quem dita as regras de uma comunicação eficaz é o receptor.

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3 Be specific and relevant

Feedback should be specific and relevant to the participant's goals, performance, and learning outcomes. You should avoid vague, general, or irrelevant feedback that does not help the participant improve or grow. You should also avoid feedback that is too personal, judgmental, or biased. Instead, you should focus on feedback that is based on facts, observations, and evidence. You should also link your feedback to the criteria, standards, or expectations that you have established for the facilitation. You should provide examples, suggestions, or questions that help the participant understand and apply your feedback.

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Franco, Felipe Vasconcelos

Relações Humanas na Federação Paulista de Futebol ⚽
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Se um gestor diz a um funcionário "melhore sua comunicação", isso é vago e pouco útil. Em vez disso, dizer algo como "trabalhe na clareza de suas apresentações para impactar positivamente nas reuniões" oferece uma direção clara. Assim como um jogador precisa de feedback específico para aprimorar suas habilidades, os profissionais também se beneficiam da orientação precisa.

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4 Balance praise and criticism

Feedback should be balanced between praise and criticism, as both are important for learning and motivation. You should acknowledge and appreciate the participant's strengths, achievements, and efforts. You should also identify and address the participant's weaknesses, challenges, and areas for improvement. You should use a positive and supportive tone that encourages and inspires the participant. You should also use a constructive and respectful tone that challenges and guides the participant. You should avoid feedback that is too harsh, negative, or demoralizing, as well as feedback that is too soft, positive, or flattering.

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5 Invite feedback

Feedback should be a two-way communication, not a one-way transmission. You should invite feedback from your participants, as well as give feedback to them. You should ask for their opinions, feelings, and suggestions about the facilitation process, content, and outcomes. You should also ask for their feedback on your own performance, style, and impact as a facilitator. You should listen to their feedback with an open mind and a learning attitude. You should also act on their feedback by making changes, improvements, or adjustments as needed.

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6 Follow up

Feedback should not be a one-time event, but a continuous process. You should follow up with your participants after giving or receiving feedback. You should check their understanding, satisfaction, and progress. You should also provide ongoing support, coaching, or mentoring as needed. You should also monitor and evaluate the results and impacts of your feedback. You should also seek and give feedback again as the facilitation continues or ends. You should also celebrate and share the successes and learnings from your feedback.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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How can you tailor feedback to meet each participant's unique needs?

1

2

3

4

5

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1 Know your audience

2 Use multiple methods

3 Be specific and relevant

4 Balance praise and criticism

5 Invite feedback

6 Follow up

7 Here’s what else to consider

Facilitation

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How can you tailor feedback to meet each participant's unique needs?

1

2

3

4

5

6

7

1 Know your audience

2 Use multiple methods

3 Be specific and relevant

4 Balance praise and criticism

5 Invite feedback

6 Follow up

7 Here’s what else to consider

Facilitation

Rate this article

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