If we want to get better results, we can change the working conditions, the inputs, or the actions we take to do the work. As individuals, we often don’t have much control over the inputs or conditions of our work, so the primary point of leverage for improvement is the set of actions we take on the job.

In order to do our work better, we need to get a perspective from someone else on how we’re doing, and how we might do better in the future. This, at the most basic level, is what feedback is.

For an expert supervising a novice, the process of giving feedback is straightforward – observe, describe (with reference to a standard for excellence), celebrate successes, and make suggestions for improvement.

But for principals supervising more experienced staff, the challenges vary. Providing constructive (and not just complimentary) feedback to master teachers is no easy task. Another challenge comes when attempting to provoke thinking to challenge long-established habits or practices.

What challenges do you encounter in giving (or receiving) feedback? What have you found to be effective in improving performance in your organization?