Figures
- Figure 1
Sources of feedback.
Tables
- Table 1
Barriers to effective feedback
Generalised feedback not related to specific facts
Lack of advice on how to improve behaviour
A lack of respect for the source of feedback
Fear of upsetting colleagues
Fear of damaging professional relationships
Defensive behaviour/resistance when receiving feedback
Physical barriers: noise, or improper time, place or space
Personal agendas
Lack of confidence
- Table 2
Tips on giving effective feedback
Plan in advance
Give promptly, right after the event
Think about what you want to achieve and drive discussion accordingly
One-on-one feedback is preferable
Start gently
Be specific
Encourage self-reflection
Be aware of nonverbal clues
Self-reflect after the feedback session is completed
- Table 3
Open-ended questions for giving feedback that encourage self-reflection
How do you think things went?
Did it go as planned? If not, why not?
If you were doing it again what would you do the same next time and what would you do differently? Why?
How did you feel during the session? How would you feel about doing it again?
How do you think the patient felt? What makes you think that?
What did you learn from this session?
- Table 4
Tips for receiving feedback
Be a good listener
When in doubt, ask for clarification
Embrace the feedback session as a learning opportunity
Remember to pause and think before responding
Avoid jumping to conclusions, and show that you are invested in the learning process and keen to improve
Think positively and be open to helpful hints
Learn from your mistakes and be motivated
Be a good sport and show appreciation
Be proactive
