Questions to Guide a Reflective Conversation on Learning

Most educators desire meaningful feedback that can be used as a catalyst for growth. When it comes to improving learning, criticism will rarely, if ever at all, lead to changes to professional practice. Here is the main difference between the two:

Feedback - information about reactions to a product, a person's performance of a task, etc., used as a basis for improvement.

Criticism - the expression of disapproval of someone or something based on perceived faults or mistakes.

As you reflect on the two definitions above, what pathway would you prefer? Successful feedback lies in a variety of factors such as delivery in a timely manner, detailing practical or specific strategies for improvement, ensuring the delivery is positive, consistently providing it, and at times choosing the right medium to convey the message. However, one of the most important considerations is to ensure that a two-way conversation takes place where there is a dialogue, not a monologue. Virtually no educator wants to have suggestions dictated to him or her.

A recent coaching visit with Corinth Elementary School placed me in a position to model all of the above. Over the course of the year, I have been working with the district on building pedagogical capacity both with and without technology. After visiting numerous classrooms, I met with a grade-level team and the administrators to facilitate a dialogue as part of a more meaningful feedback conversation. Instead of just telling them what I saw and thought, I instead had them pair up and discuss their lessons using the following question prompts:

• How do you think the lesson or activity went?
• What would you have done differently?

The point here was for them to begin to reflect on both the positive outcomes as well as the challenges that might have been experienced. Lasting improvement comes from our own realizations as to what can be done to grow and improve rather than just being told. After some volunteers shared how they thought the lesson went, I then challenged them with the following questions to facilitate a more in-depth analysis of the effectiveness of the lesson from their lens:

• How do you know your kids learned?
• Where was the level of thinking?
• How did kids apply their thinking in relevant and meaningful ways?
• How did you push all kids regardless of where they were?
• What role did technology have in the process?
• What accountability structures were put in place?
• What do you think your kids thought of the lesson?

These questions really got both the teachers and administrators in the room to think more critically about whether or not the lesson or activity achieved the desired outcome in relation to the aligned goal. What was powerful from my seat was that most of the feedback I had written down didn't have to be delivered verbally by me as the educators offered it up themselves upon critical analysis of their lessons. This is not to say that I didn't add more detail or provide specific strategies to improve. I most certainly did, but the culture that was created through the use of all the above questions was more empowering and designed to impart a great sense of ownership amongst everyone present.

Whether peer to peer or from a supervisory position, engage in a collaborative dialogue during any feedback conversation. Then provide time to process, further reflect, and develop action steps for improvement. I hope you find the questions in this post as useful as I have.

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Feedback Should Be a Dialogue, Not a Monologue

Feedback can bring people together in the pursuit of a shared goal. Criticism, on the other hand, can drive people apart. In many situations going with the former is the better course of action.  Below is a piece I pulled from an article titled Using Neuroscience to Make Feedback Work and Feel Better that explains why it matters so much:

Feedback isn’t just a ritual of the modern workplace. It’s the means by which organisms, across a variety of life-forms and time periods, have adapted to survive. To University of Sheffield cognitive scientist Tom Stafford, feedback is the essence of intelligence. “Thanks to feedback we can become more than simple programs with simple reflexes, and develop more complex responses to the environment,” he writes. “Feedback allows animals like us to follow a purpose.” It’s no coincidence the words organism and organization share a Latin root. Just as feedback enables the former to flourish, so it does for the latter.

The feedback process matters.

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Nobody likes to be just talked at regardless of the age group of the person being spoken to.  Even though there are most certainly cases that necessitate this, context matters.  Lately, I have been thinking about how we give feedback to our learners, colleagues, and those who we supervise.  Maybe give is the wrong word to use here. The prevailing notion is that one person speaks while the other(s) listens intently and reflects on the advice given.  Herein lies one of the greatest misconceptions with an effective feedback loop.  In many cases, feedback is seen as something that is given to another person.  It becomes even more complicated when it is viewed as something that must be delivered. 

When there is a focus on delivery, we run the risk of focusing more on what is said as opposed to a process that fosters reflection and ultimately questions from the receiver.  Often, we settle on what the feedback is in terms of what people have done well, or not, through our own lens.  So much time is then given to mapping out what the feedback is that we want to share with the other person that it becomes more about us than the person or people we are trying to help.  When done this way it can be construed as criticism as opposed to a catalyst for growth. 

If the purpose is to help others grow, then a mentality of delivering the message or advice has to be rethought.  Feedback should be a dialogue, not a monologue. A conversational approach can lead to high value and actual changes to practice. Below are some specific reasons why the conversation is such an integral part of the feedback loop:

• The receiver sees that it is more about him/her than the giver.
• Imparts a greater sense of trust on behalf of the receiver resulting in a more powerful relationship with the giver.
• Creates the space for open reflection based on what was shared.
• Opens the door for discussion on action steps to be taken.
• Provides the receiver with an opportunity to present his/her own perspective on the feedback given.  This can result in the sharing of evidence or more context that the giver might not have been aware of when initially providing the feedback.
• A conversational approach can motivate people to seek out feedback. Research suggests that asking for it can help organizations tilt culture toward continuous improvement.

Delivering feedback in the form of a monologue is an outdated process that can be improved whether you are working with kids or adults.  Instead of preparing how you are going to “deliver” the message think about creating the conditions where the receiver will value the recommendations.  A conversation that incorporates the art of listening will go a long way to creating a culture where feedback is not only acted upon but asked for regularly. 

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Top Posts of 2018

Get up and write!  Well, this isn’t the saying that I abide by, but making the time to reflect and hammer away at the keyboard is something that I still consistently commit to doing.  There are many reasons I continue to blog regularly, but the biggest is trying to add a practical lens to many of the ideas we either see or hear about on social media. During the past year, I attempted to connect more research to either further validate my thoughts or illustrate how educators were implementing proven strategies with an innovative angle into practice.  An increase in the amount of job-embedded coaching work I did in schools over an extended period of time also influenced my thinking.  There is nothing better in my opinion than to see either growth or success in schools where real challenges were overcome. 

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In my opinion, you don’t have to be a great writer to blog. Begin with a focus on your work and that of others you spend your days with as a starting point.  Remember, the act of blogging is first and foremost you and the impact that it has on your growth and development. Another outcome is the impact that it has on readers near and far. Never discount how your ideas and experiences might positively influence the work of others.  Back to the whole writing thing. If you ever doubt your ability fall back on a proofreader (thanks mom) on Grammarly as I do. 

Here are my top posts of 2018.

Preparing Learners for the Fourth Industrial Revolution

Change isn’t coming. It’s already on our doorstep.  You can’t run or hide from it. The revolution, or evolution depending on your respective lens, of our world, will transform everything as we know it. We must adapt, but more importantly, prepare our learners for a bold new world that is unpredictable.  Welcome to the Fourth Industrial Revolution.  It is characterized by a fusion of technologies that is blurring the lines between the physical, digital, and biological spheres marked by emerging technology breakthroughs in a number of fields, including robotics, artificial intelligence, nanotechnology, quantum computing, biotechnology, the Internet of Things, 3D printing, and fully autonomous vehicles. Education remains the key to the future. Don’t prepare students for something. Prepare them for anything!

Scaffolding Questions to Develop Deeper Understanding

The key to future-proofing school and learning is to empower all kids to think regardless of label or zip code. By using the Rigor Relevance Framework as a guide, we can begin by asking learners better questions with the goal being that they start to formulate questions on their own. With and without technology, it is crucial to create a thinking culture. Scaffolding questions enhance learning and aids in the mastery of concepts by systematically building on knowledge and relevance. The ultimate goal is to develop competent thinkers and doers who can not only use knowledge in new ways but also construct their own.


The Pivotal Role Movement Plays in Learning

Research has shown that movement in the form of brain breaks, recess, and physical education positively impacts learning. Don’t look at kids moving in class as a break or poor use of instructional time. Schools need to do more to ensure that movement is being integrated into all classes. The brain needs regular stimulation to properly function and this can come in the form of exercise or movement. Based on what is now known about the brain, this has been shown to be an effective cognitive strategy to improve memory and retrieval, strengthen learning, and enhance motivation among all learners. As research has shown, movement is an essential component of learning. If the goal is to help kids be better learners, then we have to be better at getting them up and moving in school. 

Five Components of Good Feedback

Feedback is essential to improvement and growth. There is nothing more vital to our professional roles than a good discussion around evidence-based practice that paints a picture not only of what we are doing well but areas where we can either become much better or outright improve. However, for it to be effective, it must be delivered positively, timely, practical and specific, consistent, and delivered using the right medium.  

To Improve Outcomes, We Need to Take a Critical Lens to Instructional Design

There is no perfection in education; thus there is always room for improvement.  To get to where we want, and our learners need us to be, a routine audit of pedagogical practice is necessary.  In this post, I identify five areas to look at when implementing any digital tool or innovative idea to determine whether or not improvements to pedagogy are changing. These include the level of questioning, authentic and/or interdisciplinary contexts, rigorous performance tasks, innovative assessment, and improved feedback.  A question or two as a means to help self-assess where you are and if improvements can be made follows each of these areas. 

Thanks to everyone who has made the time to visit my blog, read posts, and provide comments.  Here’s to a fantastic 2019!  

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Using Feedback Logs to Empower Learners

The most successful companies are successful because they are always looking for ways to improve.  When it comes to their employees, there is no ceiling as they are continually pursuing pathways and allocating resources to help the best get even better. The same philosophy can be applied to our schools. Continuous feedback for all learners, regardless of their abilities or where they are at, is pivotal if the goal is to help them evolve into their best. The research fully supports this proclamation.  Goodwin & Miller (2012) provided this summary:

In Marzano, Pickering, and Pollock's 2001 meta-analysis, McREL researchers found an effect size for feedback of 0.76, which translates roughly into a 28-percentile point difference in average achievement (Beesley & Apthorp, 2010; Dean, Pitler, Hubbell, & Stone, 2012). John Hattie (2009) found a similar effect size of 0.73 for feedback in his synthesis of 800 meta-analyses of education research studies; in fact, feedback ranked among the highest of hundreds of education practices he studied.

The bottom line here is that feedback matters in the context of learning. It should also be noted how it differs from assessment. Feedback justifies a grade, establishes criteria for improvement, provides motivation for the next assessment, reinforces good work, and serves as a catalyst for reflection. The assessment determines whether learning occurred, what learning occurred, and if the learning relates to stated targets, standards, and objectives. In reality, formative assessment is an advanced form of feedback. 

In my opinion, you can never provide learners with too much feedback. However, the way in which it is delivered matters significantly.  Nicol (2010) found that feedback is valuable when it is received, understood and acted on. How students analyze, discuss and act on feedback is as important as the quality of the feedback itself. I couldn’t agree more.  In a recent post I identified the following five components of good feedback:

1. Positive delivery
2. Practical and specific
3. Timely
4. Consistency
5. Using the right medium

For some more research-based tips on providing students meaningful feedback check out this Edutopia article by Marianne Stenger and the excellent image below.

Knowing what the research has found, how can educators realistically provide learners with quality feedback during every lesson? The answer lies in placing the responsibility on them. During my work as an instructional and leadership coach, I typically see teachers monitoring students during cooperative learning activities or working with specific groups face-to-face in blended learning station rotations.  During debriefs, I often ask how feedback is given.  The response is that it is presented verbally. Now I am not saying that this is an ineffective strategy at all, but something was missing. This is where I came up with the idea of feedback logs.

Think about all the conversations that educators have with learners on a daily basis. The valuable information in many cases aligns with what the research has said constitutes good feedback. The problem though is the reasonable possibility that learners forget what they have been told regarding progress or improvement and they don’t have the ability to later reflect on the feedback that was given. You know how the saying goes, out of sight out of mind. Having students create a feedback log solves this issue by helping them remember, retain, reflect upon, and chart their progress of improvement. Best of all it requires no extra time on the part of the teacher.

A feedback log can be created in many ways and aligned to skills, concepts, or standards.  Students can then use this as a means to track their progress and growth over time as more feedback is provided over the course of the year. If students genuinely own their learning, then they must be put in a position to reflect and then act on the feedback they are given. The use of a log can also strengthen partnerships with parents. By making them aware of the log, parents have an opportunity to be more involved in their child’s learning each day. 

Implementing feedback logs as a part of consistent professional practice saves precious time, can be seamlessly aligned with research-based strategies, will help students monitor their understanding of essential learnings, and can be used to provide more targeted support to those students who don’t show reasonable growth over time. Best of all they can serve as an empowerment tool to help kids exert more ownership over their learning. 

Nicol, D. (2010). From monologue to dialogue: improving written feedback processes in mass higher education. Assessment & Evaluation in 
     Higher Education, 35(5), 501-517. 

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Five Components of Good Feedback

Everyone needs feedback in order to improve.  You would be hard-pressed to identify any profession where it isn’t a central component to success.  As I have written in the past, there is nothing more vital to our professional roles than good feedback that paints a picture not only of what we are doing well but areas where we can either become much better or outright improve. It helps us to develop both goals and objectives that guide our work in our respective roles.  For the most part, everyone wants good feedback so that they can become better.  Jon Windust looked at some research that supports and illustrates how feedback positively impacts performance:

"The researchers found that professionals receiving detailed feedback on a monthly basis outperformed all other groups involved in the study. Those receiving detailed monthly feedback improved performance on their key complaint measure by an impressive 46% relative to the control group over the course of the study."

It is important to make the distinction between feedback and criticism. Feedback is information about reactions to a product, a person's performance of a task, etc., used as a basis for improvement. Criticism, on the other hand, is the expression of disapproval of someone or something based on perceived faults or mistakes. With growth being the end goal, it is important that feedback is delivered in a way that moves others to reflect on their work and take the necessary steps to get better.  

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Feedback is not about the person giving it. It is all about the person who is receiving the feedback. What I mean by this is that we have to ensure that the way in which it is articulated resonates with the person who is receiving it.  Recently I posted this on social media:

Feedback stings when it is not: 

1. Delivered with sincerity
2. Grounded in practicality
3. Given in a timely manner

The above statement emphasizes the fact that we need to emphasize the “who” just as much as the “what” when it’s time to provide meaningful feedback for growth.  Here are five components of feedback to consider in order for the process to be beneficial to both the deliverer and receiver. 

Positive Delivery

How you deliver any type of feedback will determine whether or not it is acted upon.  The words that are used as well as body language can have an impact on how the message is received. Feedback shouldn’t just focus on areas of improvement.  Consider integrating a few admirable elements that you observed and tie this into a much broader plan for growth. Reinforcing good work and practice helps in establishing a trusting relationship that will strengthen the feedback loop over time. Positive delivery also paves the way for the recipient to respond or ask questions to what you have said creating a positive feedback loop.

Practical and specific

The goal of feedback is to help someone right away.  It should be focused on strategies that can be implemented immediately to help improve professional practice or learning.  When I conducted post-conferences with my teachers I always integrated connections to research that supported my recommendations.  This simple strategy went a long way to illustrate that the feedback was not only practical but also proven to have an impact.  Aligning to learning criteria, standards, skills, or competencies can provide the specificity that many people yearn for when it comes to feedback.

Timely

If the main goal is to use feedback as a catalyst for improvement then why delay it?  This is one of the reasons why I don’t really like final exams.  Students rarely receive good feedback that informs their learning as they are typically given these exams at the end of the school year and are then graded up until the last minute.  Delaying feedback allows small problems to potentially fester into larger ones. The bottom line is that the more time that goes by the feedback that could have really made an impact will not be valued as much, if at all.

Consistency

If delivery of feedback is grounded in the first three points then consistency creates a culture committed to support, growth, empathy, and relationship building.  This reason alone drove our learning walk process in my former school. Not only did we get into classrooms every day as administrators, but we also made the point to always provide non-evaluative feedback that helped to prepare our teachers for their numerous unannounced observations down the road. The use of student portfolios is another great strategy to provide consistent feedback aligned to standards and learning targets. More feedback is always better than less.

Use the right medium

Technology has impacted the way in which feedback is delivered.  Even though it is easy to shoot off an email or text, these pathways might not always be the most effective depending on the situation or recipient.  So much can get lost in translation when there is no eye contact, hearing of voices, or observations of body language.  I am a huge proponent that there is no replacement for face-to-face communication when it comes to someone’s performance.  Phone calls, live video, or establishing a time to meet on site can go a long way to ensuring that the message has its intended impact. Pause and think about the feedback you are going to give and the best medium to deliver it. 

It also goes without saying that prior to giving any type of feedback be sure your information is accurate and that the means of delivery reeks of sincerity.  Sometimes criticism is disguised as feedback.  As you think about how you give feedback, where have you found success? What components of good feedback would you add that I did not include above? Thanks in advance for providing me valuable feedback as a writer.

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