Thread by @GStetsonMD

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.

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!

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/

4/ It is our opinion that #FormativeFeedback is the most important kind of feedback. This is where you get a chance to alter a learner’s trajectory and watch change happen in real time. You get to help them FORM.

5/ What does this mean in practice?

Back in week 2, we explained coaching as a way to frame a feedback culture. While that may be a little abstract, #FormativeFeedback is how the idea of coaching becomes practical.

(@ETSshow, the GIF is for you)

https://twitter.com/GStetsonMD/status/1361722281324642305

6/ Watling and Ginsberg describe the bridge between coaching and formative feedback well (we will touch on assessment a little later today, as well as next week):

pubmed.ncbi.nlm.nih.gov/30073692/

7/ If we go back to the coaching literature, the approach is four steps.

When done right, Coaching & #FormativeFeedback is a perpetual process.

8/ I am a hospitalist and @JenniferSpicer4 runs inpatient ID teams. When we are on with a team for 2 weeks at a time, this is how frequently we engage in #FormativeFeedback. If you teach in an outpatient setting, you can extrapolate these ideas to fit your practice.

9/ When coaching, you should still use the delivery methods we discussed last week.

But, then what is unique about #FormativeFeedback or coaching, one might ask?:

10/ So, back to this assessment thing. That Watling and Ginsberg paper does an excellent job laying out this problem.

Teachers and learners end up in a tough spot when the person who is charged with coaching is also the one handing out evaluations.

11/ How can you counteract this? Two main ways:
1⃣Explain the purpose of your feedback
2⃣Tie evaluation to growth (something we talked about back in week 2)

12/ However, what is likely the best solution to this conundrum is systemic change:
⭐️Elimination of grades
⭐️Different people serving as coaches and evaluators
And more…

Check out paper here for 💡

This is beyond our scope, but important to note.

pubmed.ncbi.nlm.nih.gov/30113359/

13/ Thanks again for joining us today! Any questions, comments, #Feedback, just reply to this tweet.

Come back next #TweetorialTuesday when @JenniferSpicer4 is going to outline #SummativeFeedback for us.

Have a great week!