Providing Performance Feedback to Trainees

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Providing Performance Feedback to Trainees

• Mary M. Moran, MD
• Associate Dean for Faculty Affairs
• Professional Development

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Providing Performance Feedback

• Benefits of effective feedback
• Obstacles to giving feedback
• General rules for providing feedback
• Planning the feedback session
• Conducting the feedback session
• Role plays!

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Benefits of Effective Feedback

• Helps learners
• Understand teachers expectations
• Evaluate their own knowledge and skills
• Identify strengths and weaknesses
• Address deficiencies
• Helps teachers
• Evaluate and modify teaching material
• Consider your teaching style
• Recognize student progress

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Education without Feedback

• Missed learning opportunities
• Trainee insecurity about abilities
• Inaccurate perception of performance
• Potential for disappointment with final evaluation

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Obstacles to Effective Feedback

• Inadequate knowledge of how to give effective
  feedback
• Concern that the student will not be receptive
• Concern that the student will feel bad
• Lack of time
• Over-nurturing preceptor

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General Rules for Providing Feedback

• Create an environment conducive to feedback
• Set expectations early
• Separate the action from the person
• Be specific use examples
• Include only feedback that is directly observed
  or documented
• Avoid using a programmed style

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Planning the Feedback Session

• Have a clear idea of what you will say
• Write it down use the written evaluation as a
  guidepost
• Give feedback at an appropriate time
• Use specific and helpful language
• Language that is future-based
• Language that reflects actual performance

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The Feedback Session

• Ask the receiver/learner to self-evaluate
• Fosters reflection
• Opens doors for constructive comments
• Let learner know what was done well
• Reinforces positive behaviors
• Let learner know what could be improved
• Use specific examples
• Use future-based, accurate language

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The Feedback Session

• Check for understanding
• Have a dialogue about what youve said
• Explore reasons for deficiencies
• Develop a plan for improvement
• Set date for follow-up
• Invite the learner to give you feedback

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Mystery Medical SchoolEvaluation Examples
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Evaluate the Evaluations

• Intelligent
• Will be an excellent physician ultimately
• 
  
• Pleasure to work with
• Follows up clinical questions with data from the
  literature
• Needs improvement in clinical thinking and
  applying knowledge to practice
• Needs more initiative in speaking with patients
  and counseling
• X was almost casual about his approach to
  medicine. His initial presentation was
  inadequate but was corrected when I spoke to
  him.

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Joan C. Edwards School of MedicineMarshall
UniversityEvaluation Examples
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Evaluate the Evaluations

• 11 evaluators 5 comments
• Increased comfort with pelvic and pap exams.
  Improved organizational skills to handle multiple
  tasks.
• Actively worked on the outlined elements of the
  curriculum. Improved organization helped him
  structure pursuit of knowledge.
• Was quickly accepted by staff due to his
  respectful and excellent people skills.
• Believe that he will progress in leadership and
  teaching roles as he becomes more confident of
  his roles.

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Providing Performance Feedback

• Benefits to learner and teacher are many.
• Obstacles to giving feedback can be overcome with
  planning.
• Feedback should be timely, specific, and include
  language that is future-based.
• The feedback session should be planned dont go
  in cold.
• The feedback session begins by allowing the
  learner to self-evaluate. Use examples, check
  for understanding, and invite feedback of you.

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Providing Performance FeedbackRole plays

• Divide into groups of 4
• Each person gets a stapled packet
• Page 1 instructions
• Your role will change with each case scenario in
  the order of the pages of the packet you are
  holding.

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Providing Performance FeedbackRole plays

• At the end of each interaction, the following
  will occur
• The preceptor will self-evaluate.
• The student will evaluate the preceptor keeping
  in mind the model presented today.
• The observer(s) will evaluate the preceptor.
• After the discussion, turn the page and see your
  role for the next scenario.