4. Attends to relationship building when providing feedback 5. Monitors the learner’s reactions by exploring their views on the feedback 6. Explores content of feedback and performance, (i.e. what worked, what didn't work, match of progress and program/personal goals, objectives, needs) 7. Coaches for performance change (e.g. hints or tips for improvement, priority actions, plan) 1 3 5 OVERALL rating in relation to asking Unsatisfactory Competently Superior for and providing feedback Areas of strength Areas for improvement 1. 1. 2. 2.
4. Attends to relationship building when providing feedback 5. Monitors the learner’s reactions by exploring their views on the feedback 6. Explores content of feedback and performance, (i.e. what worked, what didn't work, match of progress and program/personal goals, objectives, needs) 7. Coaches for performance change (e.g. hints or tips for improvement, priority actions, plan) OVERALL rating in relation to asking for and providing feedback 1 Unsatisfactory 3 Competently 5 Superior Areas of strength Areas for improvement 1. 1. 2. 2.
Scholar_A3%20Multisource%20Feedback_Giving%20and%20receiving%20feedback.docx