iv. step forward: analyze & apply feedback
Using participant perspectives and insights to guide the design of future sessions engages a productive cycle of continual improvement.iv. step forward: analyze & apply feedback
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Questions to consider
Questions to consider
1. How can you use participant feedback to assess how well the target outcomes were met?
2. How will your future PD planning leverage participant feedback on session strengths?
3. How will your future PD planning leverage participants feedback on areas for growth?
4. Are follow up session(s) planned with the same participants? If so, how will participant feedback data guide future learning?
transfer tip
In the next PD session consider sharing a piece of prior feedback that was received—don’t say who gave the feedback, but do discuss how it helped build a better version of the PD. Making public the process of receiving feedback helps learners gain confidence to also engage in improvement. transfer tip
From Feedback to improvement
From Feedback to improvement
You sent out a feedback form, and received responses from participants about your PD session. Great! But now what?
Every set of feedback tells a story about how the learning was experienced. As you review it, look for common threads that weave through the responses. This narrative can identify areas for growth.
Remember— the purpose of gathering this information is not only for reflection, but so you can transform reflection into action.
In 1988, Dr. Carol Dweck from Stanford University shared a novel discovery about mindset.
Her research team found that what we believe about our intelligence and abilities plays a major role in our motivation and achievement.
That is, when we see our brains as a muscle that grows stronger with practice, we have a growth mindset. Growth mindset helps us persist through challenges because we know the effort will pay off.
Feedback is a powerful tool in your PD toolkit. Approach it with a growth mindset that embraces the opportunity to develop intelligence and grow your practice. Education is a "practice" because that is what we do!
"There is no mastery without feedback. But it's hard.
Not everyone that gives us feedback is skilled at delivering it in a meaningful way.
And, we're not always open to hearing it.
My mantra for receiving feedback: Be brave. Listen. You can take what's helpful and leave the rest."
– Brené Brown
analyze feedback
analyze feedback
Before you start, set your intention: what do you hope to gain?
Read all the comments. Practice empathy by seeking to understand not only what participants wrote but how they felt.
Analyze and group the data by topic. Look for emerging patterns.
After you end, consider: did you data inform what you initially hoped to gain?
If yes, then that form should be used again!
If not, then move back to Gather Feedback to re-assess your feedback approach.
want to get better at analyzing data from google forms?
want to get better at analyzing data from google forms?
Check out The Autism Helper to learn how to change data in Google Forms
Take a look at how Carl Arrowsmith's moves data from Google Forms
time to apply!
time to apply!
This part is unique to each individual, but we're here to help:
Decide what aspect of the feedback you want to apply.
Choose a place in your learning design to apply the feedback.
Ask a peer for feedback on your changes.
Keep trying it out. There is no time to practice like the present.
"Cumulative learning...occurs when the events are connected, individually and collectively,
by reflection not only on the solutions to specific problems but also on improving the learning
that enables solutions to emerge."
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