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FeedbackFoundation DegreeHigher Education (non-degree)

In deze les zitten 42 slides, met interactieve quizzen, tekstslides en 1 video.

time-iconLesduur is: 60 min

Onderdelen in deze les

Slide 1 - Tekstslide

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Feedback: Using Radical Candor

Slide 2 - Tekstslide

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How do you know you are loved?

Slide 3 - Open vraag

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Overview of the session
  • Introduction
  • What is Radical Candor
  • Practicing Radical Candor
  • Applying Radical Candor
  • Summary

Slide 4 - Tekstslide

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My journey to Radical Candor...

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Slide 6 - Tekstslide

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Ineffective Feedback: 
"Sara, I can't help but notice your effort and grades in class have really taken a plunge these last few weeks. I know you’re smart and did so well last term. You have a lot of potential. I need you to get your act together, stay focused during lessons, and hand things in on time from now on. Other students work hard to earn their good grades, so I expect the same from you. Let's see that excellent work I know you can produce."

Slide 7 - Tekstslide

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Why did my headteacher describe my feedback as 'ineffective'?

Slide 8 - Open vraag

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Ineffective because...
- Focuses more on teacher's expectations than understanding Sara's context


Ineffective because...
- General criticisms without specific examples provided of issues

Ineffective because...
- Harsh tone and assumptions rather than inquiry

Ineffective because...
- No concrete suggestions or offers to help given

Ineffective because...
- Praise used manipulatively rather than caring encouragement

Slide 9 - Tekstslide

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...so I started to search for a better way to support learning.

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Jordan Cohen - human resource executive and author. I read his article in 2012. He wrote about managing with Love, trust and candor

Slide 11 - Tekstslide

Jordan Cohen - human resource executive and author. I read his article in 2012
He wrote about managing with Love, trust and candor

Slide 12 - Tekstslide

So how do we move from ‘giving ineffective feedback’ to giving feedback that takes a genuine interest in the well-being of the individual I was providing feedback to, beyond just their performance – with love, trust and candor

In 2013 I read Legacy by James Kerr. Writing about the New Zealand rugby team he shared a phrase used within the All Blacks - ‘permission to enter the danger zone.’ It’s a process for taking on board criticism and things you don’t want to hear without fear or conflict. It’s about commitment to that as a team. Find a way to make taking feedback a regular part of your team. And make sure everyone is comfortable with the danger zone. Candor is critical. 
Legacy - James Kerr 2013

Slide 13 - Tekstslide

In 2013 I read Legacy by James Kerr. Writing about the New Zealand rugby team he shared a phrase used within the All Blacks - ‘permission to enter the danger zone.’ It’s a process for taking on board criticism and things you don’t want to hear without fear or conflict. It’s about commitment to that as a team. Find a way to make taking feedback a regular part of your team. And make sure everyone is comfortable with the danger zone. Candor is critical. 
Legacy - James Kerr 2013

In 2017 I came across Kim Scott and her book Radical Candor.

Slide 14 - Tekstslide

In 2017 I came across Kim Scott and her book Radical Candor.

Slide 15 - Video

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Ineffective Feedback: 
"Sara, I can't help but notice your effort and grades in class have really taken a plunge these last few weeks. I know you’re smart and did so well last term. You have a lot of potential. I need you to get your act together, stay focused during lessons, and hand things in on time from now on. Other students work hard to earn their good grades, so I expect the same from you. Let's see that excellent work I know you can produce."

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Arnhold's story...

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Slide 18 - Tekstslide

Father of a pupil who would come in and paint the backdrop each year. I would bring tins of paints and different sized rollers and spend a couple of hours painting without any obvious references.
Ruinous Empathy:

 
- Prioritises being liked over clarity and helpfulness
- Provides only positive feedback or very gentle criticism
- Fears harming self-esteem so withholds useful critique
- Allows poor performance to continue unaddressed
- Vague, indirect language or sugar-coating real issues
- Lack of actionable suggestions for improvement
- Limits personal growth by depriving useful feedback

Slide 19 - Tekstslide

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Can you think of a time when 'ruinous empathy' affected your development?

Share with a neighbour.

As the listener you can nod, say ‘I understand’ or ‘I see’ but no questions or ‘relatable’ statements. Listen with the intent to understand, not to reply


Slide 20 - Tekstslide

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Share the story you have just heard.

Slide 21 - Tekstslide

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Radical Candor:

- Cares personally about the person
- Willing to take the risk to challenge directly
- Clear, specific and timely critique focused on behaviors
- Tailors feedback to what will best help that individual
- Offers constructive suggestions for improvement
- Makes time for two-way dialogue
- Seeks truth and growth over being liked


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Outdoor Learning, me and Radical Candor...

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Knives
Fire

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Outdoor Learning gave me the time to Care personally... 

  • Getting to know them personally - their background, challenges, goals, what motivates them, etc. This builds understanding of their overall context.
  • Making the time for 1:1 conversations to show you're invested in their development. Making feedback discussions a priority rather than a quick transaction.
  • Asking thoughtful questions and listening deeply to understand their perspective before providing guidance.
  • Expressing care through body language and tone - maintaining eye contact, facing them, giving full attention.









  • Following up on key issues and providing support on development areas rather than just stating criticism. Offering to help.
  • Avoiding giving feedback only to serve your own interests or in front of an audience, which can feel like public shaming. Feedback should be meant to help them.
  • Ensuring they feel comfortable approaching you even when the message may be difficult. Maintaining open communication.






Slide 25 - Tekstslide

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Outdoor Learning required me to challenge directly 

• Clear
• Specific
• Action-oriented
• Tailored
• Timely
• Helpful
• Respectful



Slide 26 - Tekstslide

• Clear - Stating explicitly what needs to improve and why, without sugarcoating or vagueness. Directly addressing the performance issue or unproductive behaviour.
• Specific - Providing concrete examples of behaviours to change, rather than general critiques. Detail what results are expected.
• Timely - Providing feedback as close to the occurrence as possible, to aid learning. Not saving up issues over time.
• Helpful - Ensuring the feedback, no matter how direct, is meant to serve the person's growth and performance. Not simply to express frustration.
• Respectful - Using objective language focused on behaviors, not personal attacks. The content may be difficult to hear but should be shared with care.
• Action-oriented - Focusing the message on what can be changed or improved rather than just criticism. Outlining action steps.
• Tailored - Considering what will motivate this person and how they best receive feedback rather than a one-size-fits-all approach.
"I know you tried your best on that last test, sometimes the material is just tricky."
A
Ruinous Empathy
B
Manipulative Insincerity
C
Radical Candor
D
Obnoxious Aggression

Slide 27 - Quizvraag

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Why was this a 'ruinous empathy' statement?

Slide 28 - Woordweb

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"Excellent quiz score! With some more consistency that caliber of work could really get you to the top."
A
Ruinous Empathy
B
Manipulative Insincerity
C
Radical Candor
D
Obnoxious Aggression

Slide 29 - Quizvraag

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Why was this a 'manipulative insincere' statement?

Slide 30 - Woordweb

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"I want you to succeed in this class. You're struggling with the past 3 assignments. Let's meet to write an improvement plan to get you back on track."
A
Ruinous Empathy
B
Manipulative Insincerity
C
Radical Candor
D
Obnoxious Aggression

Slide 31 - Quizvraag

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Why was this a 'radical candor' statement?

Slide 32 - Woordweb

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Slide 33 - Tekstslide

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Radical Candor Fundamentals
• Care Personally - Show genuine care for the student's overall well-being and growth
• Challenge Directly - Clearly address needed improvements and performance gaps with specific details

Slide 34 - Tekstslide

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Benefits
• Strengthens relationships and bonding through honesty and care
• Provides constructive criticism focused on overcoming obstacles to reach potential
• Colleagues are more receptive to feedback meant to help them rather than evaluate them

Slide 35 - Tekstslide

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Requirements
• Time for supportive dialogue and understanding the colleagues context
• Focus on behaviours that can be changed rather than personal criticism
• Actionable suggestions for improvement along with the critique
• Consideration of how to best tailor feedback approach to the individual

Slide 36 - Tekstslide

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Practicing Radical Candor
• Use "I" statements - focuses on your needs and concerns rather than evaluating student
• Inquire into their perspective - ask questions rather than make assumptions
• Provide concrete examples - detail the behaviors rather than general impressions
• End in asking “How can I help?” - offer your support

Slide 37 - Tekstslide

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Ineffective Feedback: 
"Sara, I can't help but notice your effort and grades in class have really taken a plunge these last few weeks. I know you’re smart and did so well last term. You have a lot of potential. I need you to get your act together, stay focused during lessons, and hand things in on time from now on. Other students work hard to earn their good grades, so I expect the same from you. Let's see that excellent work I know you can produce."

Slide 38 - Tekstslide

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How could I have helped Sara better?

Slide 39 - Open vraag

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Re-write this as a Radical candor statement: "I know you have a lot going on at home right now which is why I haven't addressed this earlier. But at this point I have to be honest..."

Slide 40 - Open vraag

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...and this: "Your effort is excellent. Keep reading that book whenever you can make time."

Slide 41 - Open vraag

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Here are some suggested next steps for teachers to continue developing their skills with radical candor:

• Observe a colleague who effectively models radical candor and provide them feedback on what you notice
• Set a goal to implement one radical candor strategy in the next 2 weeks (e.g. asking more probing questions before providing guidance)
• Journal after student feedback conversations to self-assess what went well and what you'd refine next time
• Request anonymous input from colleagues on how they perceive your feedback and relationship
• Schedule peer coaching sessions to role play challenging feedback conversations
• Create a list of 4-5 sentences stems for providing clear, actionable feedback that you can practice
• Read articles and books on emotionally intelligent communication strategies to expand your toolkit







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