Discover and read the best of Twitter Threads about #feedback

Most recents (24)

Let's talk about giving and receiving #feedback

A 🧵about my experience as a peer-reviewer as well as an applicant for the #NHMRC IG scheme

1/
As a reviewer, this is the first year of the #NHMRC IG scheme that we were allowed to give feedback

Why feedback is important? Because for the ~85% who missed out, feedback gives them at least a learning opportunity (or at least it should)

2/
As reviewers, we know if score someone a 5 or less, the chances they will secure a highly competitive grant is significantly reduced

The minimum we can do is to provide them with outstanding feedback

As @BreneBrown says "clear is kind, unclear is unkind"

3/
Read 14 tweets
#testing 1... 2... 3...

#feedback pls!

Preferably constructive,
But if ya must troll ...

Ne warned I may be so inclined as to fire back ;)
I shall accept "<3"s as no construction needed :)
#testing smaller file size
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#Thread (trad de mon thread en anglais)
Quelques réflexions sur le processus de vérification #Twitter & les choses pour moi qui devraient être changées/modifiées. Des choses ne sont pas très claires. Dites-moi ce que vous pensez de ce que je dis, j'aimerais avoir votre #feedback
Tout d'abord, qu'en est-il des personnes qui pourraient être la demander mais qui pourraient correspondre à dans 2 ou 3 catégories (je suis dans ce cas). Vous devez en choisir une seul lorsque vous effectuez le processus. Et si, par exemple, vous êtes journaliste et activiste?
Je pense que la vérification était là au début, pour prouver que c'est vraiment la personne et non un faux profil. Ainsi par exemple le profil du PDG de Twitter France @damienviel n'est pas vérifié, vous pouvez donc penser qu'il s'agit d'un faux compte !
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#thread
Ok some thought about the process for being verified on #Twitter and things for me that should be changed or modified. Some things are not really clear. Tell me what do you think of what i'm saying, would love to have your #feedback and don't hesitate to #RT
First, what about people that could be fit in 2 or 3 categories (I'm in this case). You have to choose only one when you do the process. What if for example if you are a journalist and an activist ?
I think the verification was here at first, to prove that it's really the person and not a fake profile. So for example the profile of the PDG of Twitter France @damienviel is not verified, so you can think it's a fake account.
Read 13 tweets
1/ Receiving feedback is HARD!

It puts into tension two core human needs:
- To grow🪴 & learn🎓
- To be accepted as we are🫂

Today’s #TweetorialTuesday is going to provide tools to navigate this struggle.

Thanks for joining the @MedEdTwagTeam!
2/ This is our last thread in our #Feedback series (except for a recap next week), and we have saved the best for last.

Many argue that receiving feedback is the MOST IMPORTANT skill.

YOU are the key variable in whether feedback is internalized and applied, not your teachers.
3/ The content of this thread is derived from the work of the feedback gurus, Sheila Heen & Douglas Stone, law professors at Harvard Law School and experts in leadership, collaboration, and conflict management.

Both their book and this paper are definitely worth your time.
Read 14 tweets
Re-upping the latest excellent #feedback thread from @GStetsonMD @MedEdTwagTeam, and emphasizing this point- someone is not a 'struggling trainee' or, even worse, 'the difficult trainee'. 🤨
#MedEd #SurgEd
1/6
A trainee not meeting expectations reflects on the unit as much as the trainee. Our local saying is 'not a trainee to fail until they are a *properly supported* trainee to fail'. Importantly, this does not mean the support provided to the last successful trainee is sufficient.2/6
Recall the difference between equality and equity. Teaching cannot be 'one size fits all'. Teaching must be tailored to prior knowledge, learning opportunities, learning goals, preferred ways of communicating, and much more*. 3/6

*#DiversityIceberg 👇👇👇. Read on!
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1/ All teachers will have learners who aren’t meeting expectations.

Providing feedback in these situations can be tough, but is VITALLY important.

Hang with us, the #MedEdTwagTeam, and we will walk you through it on today’s #TweetorialTuesday!
2/ Today, we will discuss the “struggling learner”, a terrible phrase that shouldn’t be used.

From now on, we will be discussing the learner who isn’t meeting expectations (LWIME). This doesn’t label, and describes their current behaviors, not their potential.
3/ Can we define LWIME? Per @JenniferSpicer4 & @gradydoctor, you need a measuring stick to say whether a learner is, or is not, meeting expectations.

Great tools are the #ACGME Core Competencies or #CanMEDS Framework. You can further break this down by specialty #milestones.
Read 15 tweets
1/ 💭 Thoughts of a trainee 💭

"I thought that rotation went well.
Why did I get straight 3s on my evaluation?
And how can I improve?
There aren't any written comments!"
Sound familiar?

How can we prevent this from happening?

Read this week's #tweetorial: Written Feedback
2/ This week we will discuss how to give effective written #feedback.

In #MedEd, written feedback is most frequently given in the form of "end-of-rotation" evaluations (also known as "in-training evaluation reports" or ITERs).
3/ We all have a long to-do list. Why should we prioritize high-quality written evaluations?

✅ They impact trainees' grades.
✅ Comments can be used for LORs.
✅ Provide a tangible record of progress during training
Read 17 tweets
1/ 🗣️“Let’s sit down and do feedback.”

What’s your gut reaction to that comment?
Do you cringe?
Experience anxiety?
Have palpitations?

Although I want feedback, I still kind of dread it.

How can we avoid that response?

This week: summative feedback and how to make it better!
2/ This week’s @MedEdTwagTeam #MedEd #tweetorial focuses on summative #feedback.

If you missed it, take a look at @GStetsonMD’s formative feedback thread from last week:
3/ Summative feedback differs from formative feedback in that it serves as a feedback "summary" for the rotation.

And, it is often given for the purpose of “evaluation” or “assessment” of an individual’s performance based on a collection of many observations.
Read 15 tweets
1/ Formative Feedback? Say whaaaat?

Hey #MedTwitter & #MedEd Friends!

We are the #MedEdTwagTeam back again for another #TweetorialTuesday!

Thanks for joining us!

Follow: @GStetsonMD, @JenniferSpicer4, & @MedEdTwagTeam to stay up to date. Image
2/ Today we are going to be breaking down #FormativeFeedback.

What it is, how we think about it, and how to implement it.

As always, any questions or thoughts, please reply to this thread. We LOVE it! Image
3/ So, what is #FormativeFeedback, you ask?

This is information that is given to a learner that enables them to make needed changes before the end of the course/rotation.

pubmed.ncbi.nlm.nih.gov/22730899/ Image
Read 13 tweets
1/ You've got feedback to give. But how to deliver it?

Hey #MedTwitter & #MedEd Friends!

We are the #MedEdTwagTeam, back again for another #TweetorialTuesday! 🙏 to all who follow, enjoy, and share!

Follow: @GStetsonMD, @JenniferSpicer4, & @MedEdTwagTeam to stay #UpToDate
2/ We have reached Week 4 in our #Feedback threads.

Last week, @JenniferSpicer4 taught us all about the components of effective feedback, including setting, timing, specificity, frequency, and more.

This week we will talk about the two main methods of feedback “delivery.”
3/ So the two main methods are a “download” and a “dialogue.” What do these terms mean?
Read 14 tweets
I am a regular listener of @Royal_College #KeyLimePodcast. I love the quick reviews of high impact, current #MedEd literature. This recent episode stirred up a lot of thoughts, enough for me to listen 3 times, and thought I would share in a thread. 1/

keylimepodcast.libsyn.com/301-waiting-fo…
On this episode, @LaraVarpio @drjfrank @sherbino and @LindaSMedEd review a 2020 conceptual paper by @APSawatskyMD et al: Coaching versus competency to facilitate professional identity formation.

journals.lww.com/academicmedici…
The authors use a case scenario to demonstrate the tension between a learner who embodies a #growthmindset by demonstrating #vulnerability, which in turn negatively influences her career development.
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1/ Have you ever finished a feedback session as a teacher (or learner) and thought, “Wow, that went really badly?”

I know I have.
As a teacher AND a learner.

This week the #MedEdTwagTeam is providing you w/ a framework to analyze feedback.

To prevent that from happening again!
2/ This week’s @MedEdTwagTeam #MedEd tweetorial focuses on defining the characteristics of effective feedback.

This is Week #3 in our 10-week #feedback tweetorial series.
3/ Here are 6 characteristics of effective #feedback that I want to highlight:

1⃣Setting (psychological & physical)
2⃣Timing
3⃣Specificity
4⃣Mixture of reinforcing & modifying
5⃣Learner engagement
6⃣Frequency
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C'est aujourd'hui, les #esupdays #apereoparis #esupdays31 #apereoparis21. Toutes les informations sur @EsupPortail esup-portail.org/conference/ : c'est sans inscription, sur #Pod de @ptitloupau de l'@univ_lille. Lancée par @SorBrigitte @FrancisForbeau et @iandolphin24 à 10h
#esupdays #apereoparis #esupdays31 #apereoparis21 Introduction / Points généraux
Brigitte Sor @SorBrigitte (@toulouseinp)
Francis Forbeau @FrancisForbeau (@UnivLaRochelle)
Ian Dolphin (@Apereo Foundation). Remerciements aux collègues organisateurs
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Dear #MedTwitter

If you’re interested in hot topics like moral distress, advocacy, anti-racism, etc.,

Check out the work that your colleagues in #MedEd research have done for years. We study this stuff! Join us, let us help you take these ideas on, and help amplify our work.
If anyone has an idea for a research study or is looking for help to organize a project on an issue they are passionate about, feel free to contact me via DM or by emailing me. I’m more than happy to help! #meded #MedTwitter
Here are a few examples: My mentor @LingardLorelei has studied healthcare teams for years. Her work inspires me and countless others to consider how diverse groups manage conflict, tension, and collaborate effectively in healthcare and beyond. /1
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[pour profs de ma TL] De la théorie à la pratique.
Pour ceux qui ont suivi les différentes versions de mon scénario pédagogique #confinement voici un thread de ce que ça a donné hier avec des vrais élèves.
Nous sommes en 1ère (en maths donc chapitre Probabilités Conditionnelles). Image
Le plan de la séance (sur 1h40 ici) :
1. Quiz
2. Bonjour !
3. Cours
4. Exo Photo
(Pause)
5. Exos Autos
6. Correction
7. Au revoir...
Outils : LMS, visio, whiteboard, papier & crayon Image
1. Quiz
Question courte avant visio dont j'ai programmé date envoi et date limite sur Classroom. Ils en sont notifiés.
Ne pas dire à mon administration que je ne fais rien pendant les 10 premières minutes de mon cours ;)
PS : Combien de pays en Europe au fait ? Image
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About to jump into conversation with @thoughtxchng & @TahiraDChase exploring how to relaunch schools and what we've learned so far #bringpeopletgoether #backtoschool #newnormal #innovation
Launching into the drill-down session from @thoughtxchng superintendent round table: learning, reflection and crowdsourcing to move us into the new normal
Communicating & planning with the community for school relaunch: @TahiraDChase shares her takeaways from opening Greenburgh Central School. #collaboration is key
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Episode 26 is out with the inner workings of the feedback culture at @GitHubEng with @_ryannystrom!
Hosted by the wonderful @FancyKarolina, powered by @codingsans.
Check out the full interview: codingsans.com/blog/feedback-…

#EngineeringManagement #Feedback #feedbackculture
How do you build an open feedback culture like GitHub?

0. Before anything else, you have to know, even if you’re at a small company, you can’t start it early enough. You need to set up a feedback system with a regular cycle.
1. Have everyone do self-reviews
Wherever you are, it can’t hurt to think about what you’ve been doing over the last months. A bit of self-reflection is a great first stage for your feedback system.
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Get good at running one on one meetings without embracing that awkward learning curve: use the experience of @jstanier of @Brandwatch. You also get a chance to win a copy of his new book!
Full interview: codingsans.com/blog/one-on-on…
Hosted by @FancyKarolina, powered by @codingsans
Do you give #feedback at one on one meetings?

1. I use one on ones to give both positive and negative feedback. It's a frequent opportunity to do it. You want your direct reports to always know how they are perceived, rather than only learn about it at performance reviews.
2. You want to avoid giving critical feedback out of the blue. I tend to put a note about the broader topic of my critical feedback in the meeting agenda. It helps them to prepare.
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During my career I developed several large system change strategies that clients successfully implemented in their organizations.

#ChangeStrategies #LargeSystems
While I have written previously about some of these strategies, I have more to say concerning organization design that may be useful to readers who are addressing their own large system change challenges.

#OrganizationDesign
In lieu of essays and articles of considerable length, I've opted for Twitter tweets and threads with reference URLs and topical hashtags for this documentation.

#documentation
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Daily Bookmarks to GAVNet 07/26/2020 greeneracresvaluenetwork.wordpress.com/2020/07/26/dai…
The faulty science, doomism, and flawed conclusions of Deep Adaptation | openDemocracy

opendemocracy.net/en/oureconomy/…

#adaptation #ClimateChange #science
The dog that hasn't barked (yet) in US-China relations | TheHill

thehill.com/opinion/intern…

#US #relations #China
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I put together info on feedback for our interns and meant to share, but things *ahem, COVID* got in the way...

I learned ADAPT @acgme course in faculty assessment, and honed during @intermtnsim facilitator course.

A month into new AY, might be a good time to revisit! #Feedback
First of all.

Very important to understand what feedback is -

It's not about your opinions, it's about observed behaviors compared to standard.

For those in the back - observed compared to standard!

⚠️ if not observed
⚠️ if not using a standard

#AdaptFeedback
Set yourself up for success to deliver feedback - let team know expectations, 🚸 signpost feedback! And make sure you are in the right setting.

#1 rule, always assume everyone is trying their best.

Finally reflect on feedback that worked for you, and pay it forward to others!
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Only 55% of commencing students in Australian #highered reported positively to whether "teachers commented on your work in ways that help you learn"

Implementing innovative feedback methods (e.g audio-visual feedback) may improve this metric.

#HigherEducation #feedback Image
Data source: QILT 2019 SES National Report Table
Written #feedback tends to be highly directive, whereas audio-video feedback is more likely to include explanations, suggestions and recognition which can improve upon student engagement.

#HigherEducation #highered
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1/ Welcome Back for another edition of #TweetorialTuesday from the #MedEdTwagTeam! #VirtualLearningEnvironment Edition.

Last week, @JenniferSpicer4 helped you to optimize your settings on #Zoom. Pssst, go check it out.

#EdTech #MedEd #VirtualLearning #VirtualTeaching Image
2/ Again, here’s an outline of our sessions for this series.

Aqua icons are #tweetorials by @JenniferSpicer4
Blue icons are #tweetorials by @GStetsonMD

This week we are talking about how to use Zoom with other apps (PPT, Word, etc.) Image
3/ Often when teaching, online or IRL, many of us use resources to help us organize our thoughts.

That may be PowerPoint slides, a Word document, white board, or even pieces of paper (*gasp*).
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