Self level feedback
Ανατροφοδότηση στο πρόσωπο
Feedback aimed at the person rather than at the task, at the process, or at the way the work was steered. In the review that named the four levels, this is the level that moves performance least, whether it arrives as praise or as criticism.
How to spot it
Underline the nouns in what you are about to say: if they describe the person and not the work, you are on the self level.
The research behind the term
The term is not our invention. It comes from published research, and what follows is what that research found — our own synthesis of the published abstract, not a translation of the original.
Hattie, J., & Timperley, H. (2007). The Power of Feedback — doi:10.3102/003465430298487
What it found
- Feedback is among the most powerful influences on learning, but its effect can also be negative.
- What is decisive is not whether feedback is given, but what kind it is and how it is given.
- A model is proposed that identifies the properties and the conditions under which feedback becomes effective, along with issues such as the timing of its delivery and the effects of positive and negative feedback.
How it found it
Conceptual analysis of feedback combined with a review of the empirical findings on its effect on learning and performance.
Sources
Every claim on this page maps to published research. The citations link to the original source.
- Hattie, J., & Timperley, H. (2007). The Power of Feedback — doi:10.3102/003465430298487