For those who are beginning to worry about just what sort of ship I run, the title is a football chant, not how I go about giving feedback to teachers. And this is what I thought I’d write about today – how to give feedback…more specifically, how to give negative feedback…constructive feedback.
Following the last post about observations, there was an interesting exchange of opinions both here and on Twitter. The comments here seem to be centred around whether or not observations serve any real purpose (and the evidence seems to suggest that they don’t serve very much). The debate on Twitter was more about my apparent hardline stance on not sugar-coating the pill.
In no small measure down to my own shortcomings as a writer, I had left people aghast. They thought I was “angry” and “need[ed] to chill.” If I was like this, I was warned, I “would end up getting hated [by teachers]”. I was advocating a position where “feelings come second.” I should be careful not to become the worst kind of back seat driver…reminding me of my grandmother who used to sit behind me and helpfully point in the direction I needed to be going…
Let us move on…
In the recent training event, there was a role-play where one person was the “awkward” teacher and the other was the manager, giving feedback after an observation. In our group, I was the manager and my colleague was a teacher who just didn’t see the point in it all. Isn’t the main thing that my students are all happy, she asked. Isn’t the rest of it all just bureaucracy? The question we should never lose sight of is, indeed, What’s the point of it all? Anyone who tells you that they know the answer is either wrong or lying back on their deathbed, about to croak.
What is the point of it all? There’s too much life in the Secret DoS for me to be able to give you the answer. But I’ll tell you one thing now (for free): whatever you think is the point of it all most definitely is not the point of it all. Damn! I appear to have written myself into a corner. Humour me if I write on by considering a few of the more commonplace views.
The other day, I attended a training/development session about observations. For most of the time, I had to swallow my bile as the usual hackneyed dross was piped out. How should we give feedback? Supportively! Always focus on the good! Point out areas “for development” and the recalcitrant teacher will see the light. “In every lesson I observe, I learn something myself!” WHAT THE ACTUAL FLUX?! C’MON, SHEEPLE! To paraphrase (somewhat criminally) R.E.M., Everybody sucks, sometimes. In the style of Rafa Benitez, here we go: Continue reading
This, as I believe I have said before, is a tired old saw where I work. If Senior Management want Middle Management to excel in any given area and if a measure of what that area might be can be deduced from the training that is provided, even Doctor Watson would see that the area of Dealing with Difficult People is the area du jour.
As I sit in these training sessions, I more often than not end up secretly thinking, “What a big pile of hairy bollocks this is.” Continue reading