‘Observation and reflection’ is considered one of the most important stages of the learning cycle, and a powerful way to encourage reflection is through feedback. However, research shows that most people share feedback on the ‘outcome’ of a task rather than on the’process’ of how the task was completed and next actions that can be taken to improve. Many organizations also find it difficult to provide consistent coaching experiences across the business.
In our latest update we wanted to see how we could really improve the effectiveness of coaching and feedback by using technology to increase the quality, as well as the consistency, of feedback for all.
How does the two-part form work?
Once the learner has completed an activity, a feedbacker is prompted to respond to a set of coaching questions. For example, if a learner was asked to complete a personal development plan, the second part of the form might ask the feedbacker to reflect on how they think the learner got on in the previous weeks and set some goals for them to work towards in the coming weeks. This encourages the feedbacker to provide more useful feedback and discourages the generic “Well done, you did a fantastic job” response.
How does it make the coaching experience more effective?
What happens when the activity has not been completed at the required level?
When an activity is completed, a feedbacker can either “Approve” or “Reject”. If the activity is rejected, the learner is asked to re-try the activity via a notification. Within their new activity, they are able to see the feedbacker’s responses at the top and their previously submitted responses for modification at the bottom. This gives the learner visibility of the feedback so that they can take it onboard before modifying their responses.
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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