What do you do if you want to gather feedback from your peers as a facilitator?

I just listen and read the room. Silence? Lots of talk? What’s the energy like? Step outside of myself and pay attention to the response.

Safety is imperative for honest feedback. People would feel safe to be themselves, share their heart and vulnerability. This is the baseline for receiving feedback. I often like to do it right after an event during which people are introduced to the research, what it’s about, and what their contribution would mean.

Feedback is hard to hear when it points out an area of growth, a missed opportunity, or unmet expectations. We typically believe at any given moment we're operating at the top of our game. The only way to deliver honest feedback that doesn't soft-sell the truth is by developing trusted relationships before you ever give feedback. People intuitively feel your intent. Truly want the best for them? They know if you do or not by your behavior and your words. Feedback also takes practice. It will feel awkward at first. You will make mistakes. Being tangible about what your giving feedback on is critical. Bundle together seeking their growth and best with trust and tangibility is a good way to go.

Ich würde klar kommunizieren, dass ich Feedback von meinen Kollegen erhalten m?chte und warum es mir wichtig ist. Ich würde erkl?ren, dass ich meine Leistung verbessern und sicherstellen m?chte, dass die Bedürfnisse der Gruppe erfüllt werden.

To gather feedback from peers as a facilitator, I usually distribute anonymous surveys, conduct feedback sessions during and after sessions, and sometimes set up a suggestion box. Additionally, requesting direct, one-on-one feedback from subject matter experts (SMEs) can provide more detailed insights on particular training topics.

One of the best methods for getting pure feedback is to invite one or more of your peers to sit in on a session or two that your facilitating for clients. They can observe group dynamics, through intervention, and take notes. They can be brief with you at the end of each day and the end of the session. I found this approach very helpful.

My favorite method is invite different peers to observe me while facilitating. For ease, one observer per facilitated session. Be specific in what I want them to observe. Give them a rubric or mini tool so they can observe well and document their observations. Then have them debrief me and provide feedback after the facilitated session. From the debrief, I would identify a gap, create a learning goal, and a timeline for growth and re-evaluation.

Ich würde eine spezielle Zeit oder Sitzung planen, um Feedback von meinen Kollegen einzuholen. Dies k?nnte eine formelle Besprechung sein oder auch informell, je nach den Pr?ferenzen der Gruppe.

Asking specific questions to gather feedback from peers can be the game changer. For instance, instead of asking-what feedback do you have for me?, say- what two things can I do/do differently for us to collaborate better on this project? You will most likely not get many responses even if you ask specific questions. You can address this hesitation by saying- I can understand that you're hesitant to share as you think it might offend me; however, it will be best for the project and for both of us to understand each other's preferences. Feel free to share. When giving feedback to peers, similarly, focus on being as specific as possible and keep the bigger goal in mind.

Para quienes ejercemos como facilitadores, la retroalimentación marca una pauta de apoyo para adaptarnos a las necesidades de nuestros aprendices y potenciar nuestro estilo de facilitación y toolkit de herramientas. El fomento de una conversación abierta con personas que hayan podido observarnos en acción es fuente de opiniones y propuestas que debemos aprovechar. Podemos gestionar reuniones para probar dinámicas, ahondando en su impacto e impulsando un debate constructivo o mantener sesiones 1:1 para levantar opiniones a profundidad con quienes consideremos conveniente, escuchando activamente sus aportes.

Approach peers individually and ask for their feedback in a one-on-one setting. This can allow for more detailed and candid feedback, as some people might be more comfortable providing feedback privately rather than in a group setting.

W?hrend der Feedbacksitzung würde ich offene Fragen stellen, um konstruktives Feedback zu erhalten. Ich würde fragen, was sie an meiner Moderation sch?tzen, welche Bereiche sie für Verbesserungen sehen und welche spezifischen Vorschl?ge sie haben, um meine F?higkeiten als Moderator zu st?rken.

Quand vous receuillez le feedback, assurez-vous d'avoir la même approche pour tous les retours. Par exemple, si vous répétez le dernier mots en disant merci. Faites-le à chaque fois. Idem si vous tentez de reprendre toutes les idées pour les noter vous-même sur un post-it en demandant "ai-je oublié quelques chose?". Faites cette approche pour tous vos pairs. Cela maximisera la reconnaissance et l'égalité de traitements entre vos pairs.

Nachdem ich das Feedback erhalten habe, würde ich es sorgf?ltig reflektieren und überlegen, wie ich es in meine zukünftige Moderationspraxis integrieren kann. Ich würde die wichtigsten Punkte identifizieren, an denen ich arbeiten muss, und konkrete Ma?nahmen ergreifen, um Verbesserungen vorzunehmen.

Vous pourriez aussi décider de trier, devant le groupe, vos post-it entre deux catégories: - "évidant pour vous d'imaginer une solution pour améliorer cela" - "je n'ai pas d'idée sur comment changer cela". Pour la deuxième catégorie, vous pourriez alors interroger le groupe pour vous donner des idées concrètes. Pensez à les remercier.

As you invite someone to observe you, let them know what you're working to improve and that you'd appreciate their observations in that domain, or for a more general approach, you could ask- 'what should I stop, start and continue?" as a feedback format.

Encourage peers to provide specific and actionable feedback rather than vague or general comments. This can help you identify concrete areas for improvement and take targeted steps to enhance your facilitation skills. Also, establish a process for continuously gathering feedback, reflecting on it, and implementing changes in your facilitation approach. This iterative cycle ensures that you're consistently learning and growing as a facilitator.

Think about creating a small circle of trusted facilitators, where you can all be very open with each other, ask for feedback, share that feedback, have learning sessions etc. However, for this to happen, you've all got to be honest with yourselves, be open to engaging honestly, and create a circle of trust and respect between each other.

Seek feedback not only from your peers but also from supervisors, participants, and other stakeholders involved. This comprehensive approach can provide a well-rounded perspective on your facilitation skills and areas for development.

First thing is defining peers; is it the team or other known facilitators. Second is where and how they observe you - in session, feedback testimonials, peek into session videos, co facilitating. Third is and it's actually Level 0 - depending on the kind of relationship and how they feel about how honest they can be. Ask yourself and see whether you encourage honest feedback - do you accept the good things and be ready to ponder about the critical points? Is it only for validation or is it intentional? Fourth is assuming you encourage honest feedback - how do you actually feel about the feedback as you know yourself the best. How can you still be U while working on the critical points.