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How do you give feedback to career counselors?

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Feedback is essential for career counselors to improve their skills, enhance their professional development, and meet the needs of their clients. However, giving feedback can be challenging, especially if it involves constructive criticism, sensitive issues, or different perspectives. How do you give feedback to career counselors in a way that is respectful, supportive, and effective? Here are some tips to help you.

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1 Set clear expectations

Before you start giving feedback, make sure you and the career counselor have a shared understanding of the purpose, goals, and criteria of the feedback process. Explain what you expect from them, what they can expect from you, and how you will measure their progress. Establish a regular schedule and format for feedback sessions, and agree on the roles and responsibilities of both parties.

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Gillian Kelly

LinkedIn Top Voice ? Talking Hiring & Talent Trends, Career Transition, Career AI & Future of Work ? Director @Outplacement Australia - supporting organisations & their people during workforce change | MAHRI
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Don't be nervous to spell out your expectations before you start the process. Credible career practitioners want this. They know their areas of expertise and typically have a list of professional peers that they willingly recommend to potential clients if they feel their approach or expertise isn't a match for what you need or seek. If your potential counsellor doesn't appear to be taking this expectation discussion part seriously, look elsewhere.

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2 Use the sandwich method

The sandwich method is a popular technique for giving feedback that involves starting and ending with positive comments, and inserting constructive criticism in between. This way, you can acknowledge the strengths and achievements of the career counselor, while also pointing out the areas that need improvement. The sandwich method can help you balance praise and criticism, and reduce the potential negative impact of feedback.

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Chaim Shapiro

???????????????? ???????????????????? & ?????????????? ???????????? ? Author & Public Speaker ? Board Certified Coach (BCC) ? NACE Career Coaching Presenter ? Award-Winning Higher Ed Professional
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I am sorry to say it, but in this case, the "sandwich method' is bologna. If a person is not willing to hear constructive feedback, they shouldn't be a career counselor.

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Udemeobong Akpan

School and Mental Health Counsellor || Commonwealth Scholar (Dementia Studies) || Certified British Council Counsellor || Times Higher Education Accredited Counsellor || Advisor, MORE LEADERSHIP ACADEMY ALUMNI
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The "Sandwich method" does not necessarily mean the Counsellor isn't willing to get constructive criticism, which therefore requires "sugarcoating" feedback. It serves as a means of offering encouragement to the Counselor on the things he's doing right; and also protects ego, bearing in mind how easy some people can perceive their ego to be bruised. You don't want to give feedback that ends up demoralizing the Counsellor.

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3 Be specific and concrete

When giving feedback, avoid vague or general statements that can be confusing or misleading. Instead, use specific and concrete examples to illustrate your points, and provide clear and actionable suggestions for improvement. For example, instead of saying "You need to work on your rapport with clients", you could say "I noticed that you interrupted the client several times during the session. Next time, try to listen more attentively and use open-ended questions to encourage them to share more."

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4 Focus on behavior, not personality

Feedback should be based on observable and measurable behavior, not on personal traits or opinions. Avoid using labels, judgments, or assumptions that can be perceived as attacks or insults. For example, instead of saying "You are too shy and passive", you could say "You seem to have difficulty expressing your opinions and asking for feedback." Feedback should also be relevant to the context and goals of the career counseling, and not influenced by your own preferences or biases.

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5 Encourage self-reflection and feedback-seeking

Feedback is not a one-way communication, but a collaborative and interactive process. Therefore, you should encourage the career counselor to reflect on their own performance, identify their strengths and weaknesses, and seek feedback from you and others. You can use open-ended questions, such as "How do you think the session went?" or "What did you learn from this experience?" to elicit their thoughts and feelings. You can also ask them what kind of feedback they need or want, and how they prefer to receive it.

Giving feedback to career counselors can be a rewarding and beneficial experience for both parties, if done properly. By following these tips, you can give feedback that is respectful, supportive, and effective, and help the career counselor grow and succeed in their profession.

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Nelum Wijayasekara

Recruiter | Educator | Dyslexia Advocate | Homeschooler | Unschooler
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Providing feedback in a positive and encouraging manner is an art we all need to develop as professionals. Feedback is vital for career counsellors to know what they are doing right and also to understand where they need to improve/ what they are doing wrong. If the counsellor has been supervised early in their career by a senior counsellor and has been given constructive feedback, they will always be open to listening to feedback and taking it positively. They will also learn to provide feedback to peers or juniors in the same supportive manner. Perhaps feedback may be easier to give and more impactful if it can be done in a self-reflective manner.

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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?

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Lucy Sattler

Career Cluster Creator | Career Practitioner
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Respectful peer mentoring is incredibly valuable, provided all parties are on the same page and guidelines around the mentoring are established before any feedback takes place. Clear goals give mentoring structure and a purpose.

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How do you give feedback to career counselors?

1

2

3

4

5

6

1 Set clear expectations

2 Use the sandwich method

3 Be specific and concrete

4 Focus on behavior, not personality

5 Encourage self-reflection and feedback-seeking

6 Here’s what else to consider

Career Counseling

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How do you give feedback to career counselors?

1

2

3

4

5

6

1 Set clear expectations

2 Use the sandwich method

3 Be specific and concrete

4 Focus on behavior, not personality

5 Encourage self-reflection and feedback-seeking

6 Here’s what else to consider

Career Counseling

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