Professor John Hattie is a researcher in education and the author of Visible Learning, a synthesis of more than 800 meta-studies covering more than 80 million students. Dr. Hattie compiled the results of 15 years of research about what works best for learning in schools and is considered by many to be one of the world’s most influential education academics.
Professor Hattie’s research led him to conclude that feedback is the single biggest determinant of learning – but he also discovered that not all feedback is effective. How do we make sure our feedback is effective?
You were asked in the Overview to Unit 5 to reflect on a “memorable” feedback experience you’ve had. Chances are, if you reflected on a positive experience, the feedback you received was characterized by most, if not all, of the characteristics listed in the chart above. If your experience was negative, the feedback likely was lacking the characteristics, reflecting the opposite of these attributes.
A coaching approach to mentoring incorporates an approach to feedback that is based on a more collaborative or facilitative approach, rather than being directive or instructive. (Although sometimes a more directive approach is appropriate, it should not be the default approach).
Feedback can and should be:
- Strength-based
- Constructive
- Data-based
- Goal-oriented
Remember: feedback based on evidence and focused on the next steps is the most effective feedback.
Reflect
Which characteristics of effective feedback stand out to you as most important? Why? How might you use formative assessment of your para to inform the feedback you provide to them? Are there one or two characteristics that you would like to focus on? How often do you give Advice Versus Feedback?