Feedback, Affirmation, and Validating the Work

So much of this role is based on the giving of feedback - direct, indirect, timely, specific, data-driven, standards-aligned, etc. And for the great majority of the day, this flow of information usually goes in one way: from myself to the colleague I'm working with, via observation notes, reflective conversations, non-verbals, data tracked and recorded, the updating of professional rubrics, email replies, and other examples.

Because of this dynamic, the area of feedback is always something I'm able to practice and work on developing as a Peer Coach. That said, while I'm almost always giving feedback, there are times it feels as though I'm not receiving feedback. This is what makes those instances much more meaningful. As an example, every Monday morning we start out week with our Coaches' meeting, led by our facilitator. Yesterday's 2-hour meeting flew by in what felt closer to about 45 minutes, as we were engaged in conversation, planning for the coming week, reflecting on current progress, and sharing & discussing ideas, and doing some applying of different skills and strategies to a few different scenarios. This type of work is invigorating and engaging...getting constant feedback while collaborating can be so rewarding!

There are times - due to the nature of the job - where it can almost feel like there are feedback 'deserts' in terms of what I receive. Mostly this happens during stretches where the work is taking me from one meeting to the next, then on to an observation (or four), with more meetings mixed in. The work is amazing! Getting to have planning and reflective coaching conversations with amazingly talented colleagues is fantastic - it's just that I can wonder about the effectiveness of my work. Is HOW I'm doing things working?

Then - I received two different pieces of amazing feedback last Friday...made my week! The first was direct feedback about my observation notes and their effectiveness, to which my colleague was very appreciative and complimentary. This occurred in person while we were meeting, and it was great to get very real-time input. The other piece came later in an email, with thanks and feedback shared on the positive impact my communication and reflective conversations have been having to help this colleague along the way.

Neither of these things are earth-shattering in any particular way...but I was reminded just how powerful real, meaningful, specific feedback can be --> for each other, our colleagues, our clients, and/or our students!!

I also think it's important to point out the important of getting this type of feedback even when it isn't glowing...I can think of times in my career when I have been wanting to know more about my performance from an instructional standpoint but wasn't getting much. I think about how much kids I've worked with over the years - both as students and as athletes - really want to know how they're doing, if they're on track, whether they're doing something correctly, etc. Even feedback that is more constructive or growth-oriented has massive impacts, and can still be positive when framed the right way.

So the next time you get that chance to offer helpful insights, positive feedback, recognition/appreciation, or even some good constructive, growth-focused information to someone...don't hesitate! It might be just what they needed in that moment.