You're in charge of a Large Group Facilitation performance evaluation. How can you give effective feedback?

1 Why feedback matters

Feedback is essential for learning and growth, especially for facilitators who work with diverse and complex groups. Feedback can help you identify your strengths and areas for improvement, as well as gain insights into the needs and expectations of your audience. Feedback can also boost your confidence and motivation, as well as your credibility and reputation as a facilitator.

2 How to ask for feedback

The first step to getting feedback is to ask for it. Don't wait for someone to offer it to you, or assume that no feedback means good feedback. Be proactive and seek feedback from different sources and perspectives, such as your clients, your participants, or your peers. You can ask for feedback before, during, or after your facilitation, depending on your goals and context. For example, you can ask for feedback before your facilitation to clarify the objectives and scope of your work, during your facilitation to check in with the group and adjust your methods, or after your facilitation to evaluate the outcomes and impact of your work.

3 How to receive feedback

The second step to getting feedback is to receive it. This means listening to the feedback with an open mind and a positive attitude, without getting defensive or dismissive. You don't have to agree with everything that is said, but you should respect and appreciate the feedback giver's perspective and intention. You should also ask questions to clarify and understand the feedback, such as what worked well, what didn't work well, and what can be done differently. You should also thank the feedback giver for their time and input, and acknowledge their contribution to your learning and improvement.

4 How to give feedback

The third step to getting feedback is to give it. As a facilitator, you may also be asked to provide feedback to other facilitators, or to your clients or participants. Giving feedback can be challenging, but also rewarding, as you can help others learn and grow from your experience and expertise. When giving feedback, you should follow some basic principles, such as being specific, constructive, timely, and respectful. You should also balance positive and negative feedback, and focus on the behavior and outcome, not the person or intention. You should also invite dialogue and feedback from the feedback receiver, and offer support and encouragement for their development.

5 How to use feedback

The fourth step to getting feedback is to use it. Feedback is only useful if you act on it and apply it to your practice. You should review and reflect on the feedback you received, and identify the key points and themes that emerge. You should also prioritize the feedback that is most relevant and actionable for your goals and context, and create a plan to implement the changes or improvements that you want to make. You should also monitor and measure the results of your actions, and seek feedback again to evaluate your progress and performance.

6 How to improve feedback skills

The fifth step to getting feedback is to improve your feedback skills. Feedback is a skill that can be learned and improved, just like any other facilitation skill. You can improve your feedback skills by practicing them regularly, and by seeking feedback on your feedback. You can also learn from other facilitators who are good at giving and receiving feedback, and observe how they do it. You can also read books, articles, or blogs on feedback, or take courses or workshops on feedback. You can also join or create a feedback community, where you can share and exchange feedback with other facilitators who have similar interests and challenges.

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?