Hints and tips for a smoother external feedback implementation

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Although asking for, receiving and processing feedback by using AppRaiser is a fairly straightforward process (after all, it fits on one page), we still included some tips to make this journey even smoother for you.
Focus on 1 or 2 competence areas for feedback. It will keep the feedback process short enough for people to be focused and precise.
Keep on asking for feedback from all sides (participants, colleagues, contractors) to achieve a 360-degree competence review. The more feedback you will receive the more intersubjective review of your competences will be.
Consider which competence areas you demonstrate when having a professional relationship with a chosen feedback contributor. Their feedback will be more precise if they could actually see you demonstrating the chosen set of competences.
Ask for feedback as soon as possible after the training event – people should have fresh memories about your behaviour, performance and facilitation.
When possible, announce a feedback request during/at the end of the training event – this contributes to transparency and clarity of aims, and it allows those who are expected to provide feedback a chance to ask for clarification.

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Although asking for, receiving and processing feedback by using AppRaiser is a fairly straightforward process (after all, it fits on one page), we still included some tips to make this journey even smoother for you.
Focus on 1 or 2 competence areas for feedback. It will keep the feedback process short enough for people to be focused and precise.
Keep on asking for feedback from all sides (participants, colleagues, contractors) to achieve a 360-degree competence review. The more feedback you will receive the more intersubjective review of your competences will be.
Consider which competence areas you demonstrate when having a professional relationship with a chosen feedback contributor. Their feedback will be more precise if they could actually see you demonstrating the chosen set of competences.
Ask for feedback as soon as possible after the training event – people should have fresh memories about your behaviour, performance and facilitation.
When possible, announce a feedback request during/at the end of the training event – this contributes to transparency and clarity of aims, and it allows those who are expected to provide feedback a chance to ask for clarification.

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Participate in activity

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ETS-TR

#Προσωπική/επαγγελματική ανάπτυξη μέσω ανατροφοδότησης

ETS-TR

#Understands the values and mechanisms of feedback

ETS-TR

#Gives, receives and integrates feedback in a constructive way

ETS-TR

#Asks for feedback

ETS-TR

#Shows willingness to learn from others, even those who might hold different values and worldviews

ETS-TR

#Integrates feedback and maintains or recovers their own emotional balance afterwards

Learning to learn

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International Youth Work Trainers Guild

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Appraiser External Feedback Guidelines

International Youth Work Trainers Guild

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