Aubrey Daniels, the first editor of the Journal of Organizational Behavior Management (JOBM), defines feedback as “information about performance that allows an individual to adjust his or her performance” (2016). To excel as Behavior Analysts, we must continually refine our professional practices. Feedback provides essential insights for growth and helps us focus our development efforts. Here’s how to make the most of it.
Receiving Feedback
A recent article in the Journal of Organizational Behavior Management (JOBM) outlines key behaviors for effectively receiving feedback (Erlich et al., 2020):
- Arrive on time for meetings
- Maintain eye contact during discussions
- Acknowledge corrective feedback
- Engage in active listening
- Commit to behavior change
- Express appreciation for feedback
- Ask appropriate follow-up questions
Preparing for Feedback
Review these behaviors before meeting with your supervisor. If any pose a challenge, use self-monitoring techniques to stay on track. After your supervisor finishes speaking, pause to gather your thoughts. First, say “thank you,” then ask for clarification if needed.
If you receive unexpected corrective feedback, engage in perspective-taking. Consider how your actions might appear from your supervisor’s viewpoint. Avoid responding defensively. Instead, reflect on the feedback objectively before asking questions.
When continuing the conversation, evaluate how your questions might be perceived. Are you showing a desire to improve, or does it sound defensive? Be thoughtful to ensure your questions encourage a productive dialogue.
Handling Positive Feedback
Don’t tune out positive feedback. Avoid dismissing or downplaying it. Instead, express gratitude and ask for specifics. Detailed feedback helps you identify what works and reinforces effective behaviors. Follow up by asking where you can improve next.
Consider the source of the feedback. Is it from someone you trust or respect? While most feedback is well-intentioned, it can be influenced by personal biases. Focus on your response—conduct yourself professionally, ethically, and respectfully.
Always treat feedback as an opportunity to learn, whether it helps you become a better clinician, improve your communication, or refine how you give feedback to others.
Giving Feedback
Plan Ahead
Building rapport is crucial before delivering critical feedback. When feedback feels uncomfortable, some supervisors avoid it by sending vague, positive messages. Research in Organizational Behavior Management (OBM) shows this approach is ineffective. Effective feedback is timely, frequent, and descriptive (Park et al., 2019).
Be Specific and Data-Driven
Use behavior-specific praise to reinforce desired actions. If you need a starting point, consider using the Performance Diagnostic Checklist for Human Services (PDC-HS) to objectively evaluate performance and guide your feedback.
Gather objective data through procedural fidelity checklists, behavior observations, or structured notes. These records provide clear, factual evidence to support your feedback and keep the conversation professional.
Focus on Effort and Context
Emphasize effort, persistence, and drive over isolated achievements. Reinforce behaviors that contribute to long-term professional growth.
Consider the recipient’s experience level. Research suggests that beginners respond best to positive reinforcement, while seasoned professionals benefit from constructive feedback (“Sometimes Negative Feedback is Best,” 2021). Tailor your feedback to address skill gaps while fostering confidence.
Soliciting Feedback
Ask Thoughtfully
If you’re not receiving feedback, be proactive in seeking it—but be considerate of others’ time. Focus on one or two specific areas where you’d like to grow. Informal requests could include running ideas by colleagues or asking for input during team meetings.
When requesting formal feedback, choose someone you trust and respect. Make the process easy by offering flexible scheduling and being specific about what you want to discuss.
Here’s an example request:
Subject: Request for Feedback
Dear [Recipient],
I admire your ability to manage challenging situations with staff, and I’m working to develop my own skills in this area. If you have time, I would love to schedule a 20-minute call to hear your feedback. I’m available on:
- Tuesday, April 20: 8:00 AM – 1:00 PM
- Wednesday, April 21: 1:00 PM – 5:00 PM
- Thursday, April 22: 7:00 AM – 9:00 AM, 4:00 PM – 8:00 PM
- Friday, April 23: All day
Let me know if any of these times work, or feel free to suggest an alternative. Thank you!
Embrace Feedback as a Growth Tool
Using feedback effectively is a powerful professional asset. Whether you’re giving, receiving, or soliciting feedback, approach the process with openness and professionalism. While feedback can sometimes be uncomfortable, it fosters continuous learning and career growth. Give yourself grace and stay committed to improving every step of the way.
Bibliography
Daniels, A. (2016). Bringing Out the Best in People: How to Apply the Astonishing Power of Positive Reinforcement, Third Edition (3rd ed.). McGraw-Hill Education.
Ehrlich, R. J., Nosik, M. R., Carr, J. E., & Wine, B. (2020). Teaching Employees How to Receive Feedback: A Preliminary Investigation. Journal of Organizational Behavior Management, 1–11. doi:10.1080/01608061.2020.1746470
Harvard Business Review. 2021. Sometimes Negative Feedback is Best. [online] Available at: <https://hbr.org/2013/01/sometimes-negative-feedback-is> [Accessed 26 March 2021].
Jin-A Park, Douglas A. Johnson, Kwangsu Moon & Jaehee Lee (2019) The Interaction Effects of Frequency and Specificity of Feedback on Work Performance, Journal of Organizational Behavior Management, 39:3-4, 164-178, DOI: 10.1080/01608061.2019.1632242
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