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Shouldn't the presenter/observee invite observation and look-fors? Are they open to other topics beyond what was agreed upon in the pre-conference?

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Consultants purposefully invite coordinators in for specific trainings or parts of trainings

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The feedback on CoE could more timely in getting back to the Consultant. Could they actually fill these out before leaving the session?

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Not a checklist/generic that provides no information

Not enough feedback to make the process meaningful - for example - someone visits a session for 15 min of a three hour session

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Can't be a one size fits all

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Connect this to the PLM? Would this be a common framework where we are all trained, aware of expectations, and can have an professional conversation about observation findings?

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Growth Opportunities

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How can we have a uniform structure to a feedback/observation protocol when each consultant may different needs, strengths-weaknesses?

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1.  Too general
2.  How are you going to make it work for all consultants since what we do is so diverse.
3.  Not a fan of having a rubric.
4.  Make sure it has the components of the PLM.
5.  Don't weight things...it makes people nervous.
6.  Don't make it too lengthy.  I should not be a massive document.
7.  Quick reference scales OK.  Need a balance between open ended.
8. Is this feedback form for participants and the same for leadership when visiting a session?

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"What am I looking for today?"

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Something that will provide actionable changes - next steps and suggestions

Create a tool that includes reflective questions along with quantitative data (rubric with numbers in specific domains)

Define standards of excellence and evidence of excellence

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Another form - and it doesn't need to be exhaustive!
Giving the recipient the opportunity to share targeted feedback.

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It will become like campus evaluations and this will become the coordinator's check box. It should not be compliance on both sides. Should not be one shot.

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Both content and presentational feedback.

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New people should observe sessions for their first 2 weeks

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Flexibility included rather than strict protocol only. The protocol should ensure equity while still allowing people to communicate freely. Focus should be on a positive growth mindset. The consultants and coordinator should come to a consensus on look fors within the 70/20/10 model. What should my sessions look like? What are you expecting to see?

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1. Form needs to to be customize-able.
2.  Maybe the consultant requests feedback on certain parts of the presentation, not the whole thing.

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Awareness of different types of trainings (transcripts, compliance, very informative types of sessions).

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Observers can share what they see in one presenter that would benefit or combine with another

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The feedback needs to be specific and immediate

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The feedback needs to be specific and immediate

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Regular and timely feedback.
Providing resources to help refine the areas of feedback.

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Benefits: Specific feedback that will be tied to tangible components of our presentation that will help us truly know how to grow - what worked and what did worked - what they thought about the content and how it was delivered.

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Benefits: Specific feedback that will be tied to tangible components of our presentation that will help us truly know how to grow - what worked and what did worked - what they thought about the content and how it was delivered.

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-How can it be general enough that it will work with all areas?

-What will the difference be in a compliance training and a more active training?

-Concerned that it will just be another things for  coordinators to do... attitude will be bad.

-Will I be able to ask for the type of feedback I want?

-I'm not a first year teacher... this feels evaluative...

-Not comfortable with someone coming in giving me feedback... when they've never been a consultant.

-Relationship triggers may be a concern.

-Feedback doesn't need to only come from leadership.

-Consultants ask for specific feedback on their weaknesses...

-Leadership will need to have a certain number of feedbacks...

-Really want consultants to ask for the feedback... ask certain people to come.

-Worried that we are not there yet in the trust and relationship part to start true beneficial feedback.

-Don't know why we need to have a formal form.

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Consultants giving one another feedback - (someone that you have a relationship with).

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1.  Starting point for improvement
2.  Helps you refine your practice
3.  Gives you another perspective
4. A process allows you to set goals and show growth

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Helping me see areas that I cannot see.

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Not check boxes, less regimented, more open ended.

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Everyone should have strategies to take feedback in a more positive way with a growth mindset. When my boss said, “I’m the kind of person who likes to give it to you straight.” I thought, this is great, because I know I have someone who will be clear with me and will be open to me asking clarifying questions when something is not