What do you do if your feedback lacks specificity and actionability?

Feedback must be PURPOSEFUL and RELEVANT. Feedback must be based on an agreed set of expectations. For example, if we are observing for student engagement, we must have agreed and communicated what best practice is considered effective BEFORE observing/reviewing. Effective feedback is clear in structure: 1) start by reinforcing what went well. 2) give an opportunity for the person to share a performance self-review and have a positive dialogue about the process of improving outcomes. 3) provide suggestions/eliciting next steps that will make learning easier, deeper or more engaging for students. 4) Agree on next action steps and a future date for re-review. Be consistent in follow-ups. A clear structure repeated in cycles.

In my experience, when faced with vague feedback, seeking clarity is paramount. Asking probing questions to understand the exact areas for improvement or the desired outcomes is crucial. One thing I've found helpful is to encourage open communication and constructive dialogue to elucidate specific examples or actionable steps. By fostering this exchange, we can collaboratively refine our understanding and chart a clear path forward. This approach ensures that feedback becomes a catalyst for meaningful growth and development.

In all aspects of leadership you should be utilising feedback and reflecting deeply on your practice. It is essential that you are consistently seeking critical feedback and exploring areas to grow and improve. Modelling this yourself is also crucial to establishing a culture of reflective practice in your teams. Seek clarity on your decisions and embrace the opportunity to learn and grow with your team members.

Feedback is the most important event in a task. This has to be obtained from all stakeholders. This feedback has to be specific and should give you some concrete suggestions. This feedback will help you in determining the changes/ modifications that you need to carry out. However if you get a vague feedback, it is of no use to you. You won't know how to use it in the manner that you want to. You need to clarify this with the giver. You can either sit down with that person on a one to one talk or you can follow it up with a questionnaire. The main thing to be ascertained here is what exactly that person wants to convey or what modifications is he wanting. Once this is clear, you can plan and move ahead.

If your feedback lacks specificity and actionability, take proactive steps to improve its effectiveness. Start by identifying the areas where your feedback falls short and seek input from recipients on how it can be more helpful. Focus on providing clear, concrete examples and actionable suggestions for improvement. Incorporate specific, measurable goals and timelines to guide the recipient's progress. Additionally, offer ongoing support and follow-up to ensure that the feedback is understood and implemented effectively. By refining your feedback approach and prioritizing specificity and actionability, you can enhance its impact and contribute to meaningful growth and development.

Ensure you model an openness to reflection and instil this in your teams. Seek out opportunities to learn from formal and informal feedback and seek out a mentor or critical friend that can assist you to develop objective goals and highlight areas for growth. The more you reflect and speak openly about your feedback and areas for growth the more your teams will embrace this practice.

Specific Recommendations: Offer clear, concise advice on what can be done differently. Avoid vague suggestions by using concrete examples and providing detailed guidance on how to improve. Actionable Steps: Break down each piece of feedback into smaller, actionable steps that the recipient can take. Support and Resources: Identify what support and resources the individual or team will need to act on the feedback and plan how you will provide this support. Timeline and Checkpoints: Establish a realistic timeline for when changes should be implemented and set up checkpoints to review progress. Encourage Self-Reflection: Prompt the recipient to reflect on the feedback and how they can incorporate it into their work.

To effectively engage collaboratively in providing feedback, initiate a culture of open, reciprocal communication where all members feel valued and heard. Organize regular feedback sessions that involve peers, mentors, and members of your professional learning community. These sessions should be structured to encourage honest, respectful dialogue and active listening. Utilize a variety of collaborative tools and techniques, such as roundtable discussions, peer review groups, and reflection sessions, to facilitate the sharing of insights and constructive criticism. Encourage participants to bring diverse perspectives and solutions to the table, emphasizing the importance of collective intelligence in solving complex problems.

I did a summer kick off training for a school. On my way out, I told the staff, if you have a problem with the principal contact me and we'll work on it. A year later an email arrived. The gist: staff didn't feel supported & many contemplated leaving. Staff wanted to feel more supported with parents. After a coaching call with the principal, we decided to implement 4 specific changes: 1) the principal thanked the staff for reaching out to me and communicated his desire to improve 2) he challenged the staff to be candid and direct with him 3) on the way into a parent meeting he asked, "What does support look like for you in this meeting?" 4) On the way out he asked, "Did you feel supported? What did I do well and how could I improve?"

Useful, by the way...first, I don't rush into giving feedback... instead, I pause and reflect. Next, I get input from other mentors and experienced colleagues, and use available resources to learn effective feedback techniques. This way, my feedback will be more useful and easier to act upon! :)

People need to be ready for feedback. So developing people and culture come first. Psychological safety and trust are important. Try using a tool like Harvard’s ‘The Ladder of Feedback’ and teach everyone the process of giving and receiving feedback.

Politely ask for specifics, like thank the person for their feedback and politely ask for more specific examples of what they found unclear or unhelpful.