What are specific and actionable feedback strategies for functional trainers?

1 Use the SBI model

The SBI model stands for Situation, Behavior, and Impact. It is a simple and powerful framework for giving feedback that focuses on observable facts, rather than opinions or judgments. The situation describes when and where the behavior occurred, the behavior describes what the learner did or said, and the impact describes how the behavior affected the trainer, the learner, or others. For example, a functional trainer might say: "Yesterday, during the kettlebell swing session, you kept your back straight and engaged your core (behavior). This improved your form and reduced the risk of injury (impact)." The SBI model helps the learner understand what they did well or poorly, and why it matters.

2 Be timely and frequent

Feedback is most effective when it is given as soon as possible after the behavior, while it is still fresh in the learner's mind. This allows the learner to recall what they did and how they felt, and to make adjustments for the next time. Feedback should also be given frequently, not just at the end of a session or a program. Frequent feedback helps the learner track their progress, identify their strengths and weaknesses, and stay motivated and engaged. A functional trainer should aim to give feedback at least once per session, and preferably after each exercise or activity.

3 Balance positive and negative feedback

Feedback should not be only positive or only negative, but rather a balanced mix of both. Positive feedback reinforces what the learner is doing well, boosts their confidence, and encourages them to keep going. Negative feedback points out what the learner needs to improve, challenges them to do better, and helps them avoid mistakes. However, too much positive feedback can make the learner complacent or overconfident, while too much negative feedback can make them frustrated or discouraged. A functional trainer should follow the 3:1 rule, which means giving three positive feedbacks for every negative one. This way, the learner feels appreciated and supported, but also challenged and guided.

4 Provide examples and suggestions

Feedback should not be vague or general, but rather specific and actionable. Specific feedback tells the learner exactly what they did or how they performed, while actionable feedback tells them what they can do to improve or maintain their performance. A functional trainer should provide examples and suggestions that are relevant, realistic, and attainable for the learner. For example, instead of saying "You need to work on your balance", a functional trainer might say "You tend to lose your balance when you do lunges. Try to keep your feet shoulder-width apart and your knees aligned with your toes. Here are some exercises that can help you improve your balance."

5 Encourage self-assessment and feedback

Feedback should not be a one-way communication, but rather a two-way dialogue. A functional trainer should encourage the learner to assess their own performance and give feedback to themselves and the trainer. Self-assessment and feedback help the learner develop their self-awareness, self-regulation, and self-efficacy, which are crucial for functional training. A functional trainer can use open-ended questions, such as "How do you think you did today?", "What did you learn from this session?", or "What are your goals for the next session?" to elicit self-assessment and feedback from the learner. The trainer should also listen to the learner's feedback and respond accordingly, such as by acknowledging their achievements, addressing their concerns, or adjusting their plan.

6 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?