Yet, we know that an important part of our role is being present - engaging and supporting our colleagues in conversations about practice. Pre-pandemic surveys (Gallup Poll, 2019) found only 26% of employees believed feedback was helpful. Yet, an astounding 92% shared that even one piece of constructive feedback delivered appropriately, could make a difference. With remote learning, we miss the in-person feedback opportunities that nurture us as leaders: popping into a classroom to validate a first-year teacher's efforts, circling back to the team dissecting student writing, and unpacking the worries of a brand-new administrator who is having second thoughts about his career path. Though we may feel we have fallen short in supporting others during these last challenging months, as we look forward to the return of in-person learning, we must return our focus to providing feedback to those we supervise because we know how important it is.
Five practical strategies demonstrate how committing time and effort to focus on feedback areas (will) and attentively constructing the content and the logistics for delivering it (skill) serve as powerful tools for changing performance: