Jessica Winne is a BCBA who came to us to talk about OBM and performance feedback, which is a topic we want to dive deeper into. Jessica received her master’s degree in behavioral analysis from the University of North Texas and her thesis was on how to give corrective feedback. Towards the end of her program, she took on more of an OBM focus. A lot of people in management positions are prepared for tasks like creating structures and giving feedback, as it’s easy to become more focused on the content and our to-do lists. When we’re thrown into a managerial role, people start looking towards us for feedback and training, which can be confusing without the proper tools and guidance.

Jessica shares why the “feedback sandwich” doesn’t always work, as the learner is going to focus on the negative feedback anyway and doesn’t focus on what to do differently. It’s good practice to prime our learners with expectations so they can perform well and are more receptive to feedback, and the same process should be applied to our staff. Creating a learning environment versus a punishing environment is key as well as providing ample opportunity for trainees to practice so they can implement new skills. We also discuss the role emotions play in receiving feedback, how feedback can make or break a staff culture, and the importance of rapport.

What’s Inside:

• Why the “feedback sandwich” doesn’t work.
• Why it’s important to set proper expectations to set staff up for success.
• The role emotions play in feedback.
• How feedback impacts staff culture.

Mentioned In This Episode:

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