WK5: The Role of Feedback in Professional Development (Morning)

• Professional Practice in the Digital Economy
• Higher Education (degree)

Welcome Week 5

The Role of Feedback in Professional Development

"Feedback is not just about finding faults; it's about building strengths"

Module Lecturer: Dr Raghav Kovvuri

Email: [e-mail]

Session Expectations

Lesson Objective: By the end of this session, you will understand the crucial role of feedback in professional development and acquire practical skills to give, receive, and use feedback effectively in the digital workplace.

Aims:

• To highlight the significance of feedback in career growth.
• To provide tools and techniques for delivering and receiving feedback professionally.
• To explore how feedback drives continuous improvement.

Objectives:

• Identify and categorise different types of feedback.
• Develop skills to provide and accept constructive feedback.
• Learn to incorporate feedback into personal and professional development plans.

Types of Feedback (1)

Professional feedback varies in form and purpose. Let's explore the types:

Formal Feedback

• Examples: Annual performance reviews, project assessments
• Purpose: Structured evaluation of performance against goals
• Example Scenario: Manager delivers a quarterly performance review.

Informal Feedback

• Examples: On-the-spot comments during tasks, casual advice
• Purpose: Address immediate issues or recognize good work
• Example Scenario: A teammate suggests a quicker way to debug code during a team meeting.

Peer Feedback

Examples: Input from colleagues on teamwork or individual contributions

Purpose: Enhance collaboration and mutual understanding

Example Scenario: Peer review of a report draft before submission.

Client/Customer Feedback

• Examples: Feedback on deliverables, satisfaction surveys
• Purpose: Improve service quality and client relationships
• Example Scenario: A client rates a web application project and shares suggestions.

Self-Reflection

• Examples: Personal assessment, journaling
• Purpose: Encourage self-awareness and continuous improvement
• Example Scenario: Reflecting on a project’s outcomes to identify learning points.

Types of Feedback (2)

Characteristics 

Characteristics of Effective Feedback

Feedback must possess specific qualities to be effective:

Specific and Actionable

• Avoid vagueness. Example: Replace "You need to improve" with "Your project report lacked data visualization; consider adding graphs next time."

Timely and Relevant

• Provide feedback soon after the event for maximum impact.

Balanced and Constructive

• Balance strengths and areas for improvement. Example: "Your presentation was clear, but adding visuals could make it more engaging."

Focused on Behavior and Performance

• Avoid personal criticism. Keep it professional.

Forward-Looking

• Offer guidance for improvement, e.g., "Next time, try structuring your code for better readability."

Feedback in Digital Environments

Digital workplaces introduce unique feedback dynamics:

Challenges in Remote Teams

• Miscommunication due to lack of non-verbal cues
• Example: Feedback via email might sound harsh without tone adjustments.

Digital Communication Channels

• Tools like Slack, Teams, and email
• Solution: Use video calls for complex feedback to provide clarity.

Documentation and Tracking

• Keeping records of feedback using shared documents or tools like Trello or Asana.

Tools for Feedback Collection

• Examples: Google Forms, 360-degree feedback platforms, Microsoft Viva.

 Giving Constructive Feedback

Use the STAR method for structured feedback:

Situation: Set the context.

• Example: "During the last sprint meeting..."

Task: Define expectations.

• Example: "...you were expected to present the updated workflow chart."

Action: Describe what happened.

• Example: "...the chart wasn’t prepared, which delayed the discussion."

Result: Highlight the impact.

• Example: "...causing a delay in the sprint schedule."

Receiving Feedback Professionally

Best practices for receiving feedback:

Active Listening

• Avoid interrupting; focus on understanding.

Clarifying Questions

• Ask for examples or details if feedback isn’t clear.

Managing Emotional Responses

• Pause before reacting defensively.

Action Planning

• Reflect and determine actionable steps.

Group Activity

Group Activity: Feedback Practice Workshop

Purpose: Practice giving and receiving professional feedback.

Group Format: Single group of 'N' participants who will take on rotating roles:

1. Feedback giver
2. Feedback receiver
3. Observer

See the Scenario for the Group activity in Canvas Discussion and record the discussion

Converting Feedback to Action

Steps for turning feedback into growth:

Analyze Feedback Patterns

• Look for recurring themes. Example: "Many comments point to my time management skills."

Identify Development Areas

• Prioritize skills needing improvement.

Create Improvement Plans

• Set measurable goals. Example: "Deliver projects 10% faster by using task management software."

Track Progress

• Use self-assessment tools and supervisor reviews.

Feedback in Professional Development

Strategies for integrating feedback into your career:

Career Goal Alignment

• Example: Use feedback to refine career plans, such as focusing on leadership skills.

Skill Development Planning

• Example: Take courses or certifications to address feedback areas.

Performance Improvement

• Example: Regularly reflect on feedback and adjust methods.

Strengthening Professional Relationships

• Demonstrate openness to feedback and collaboration.

Conclusion

Key Takeaways:

• Feedback is a vital tool for professional growth, offering insights for improvement and fostering collaboration.
• Effective feedback is specific, timely, and actionable, focusing on behaviors and future growth.
• Incorporating feedback into professional development plans ensures sustained career progress.

Next Steps:

• Apply the STAR method in workplace scenarios.
• Actively seek and reflect on feedback for continuous improvement.
• Explore resources provided to integrate feedback into your career planning.

"In the middle of difficulty lies opportunity." – Albert Einstein