Thread by @GStetsonMD, 1/ Hey #MedTwitter & #MedEd Friends! We are the #MedEdTwagTeam here with [...]

Geoff Stetson, MD

GStetsonMD

1/ Hey #MedTwitter & #MedEd Friends!

We are the #MedEdTwagTeam here with another #TweetorialTuesday!

Today we get into the content of our Feedback threads.

Follow: @GStetsonMD, @JenniferSpicer4, & @MedEdTwagTeam to stay up to date.

2/ Here is the 10-week journey we are taking you on to discuss all things #Feedback.

Today we will be talking about developing a #FeedbackCulture through setting expectations.

Also, here is a primer on setting expectations: https://twitter.com/GStetsonMD/status/1303329970526105600

https://twitter.com/GStetsonMD/status/1303329970526105600

3/ The first thing to do is instill a #GrowthMindset on your team.

The growth vs. fixed mindset dichotomy was popularized by Dr. Carol Dweck, PhD through her book – Mindset. It is a great read/listen. Below is a quick summary:

4/ A #GrowthMindset is cultivated by the words we use and the examples we set through humility. I do this in 3 ways:

Tie growth to evaluation

Explain where I am growing

Give example of practice changing feedback

Thread on Allyship and Upstanding: https://twitter.com/GStetsonMD/status/1298257344233525257

https://twitter.com/GStetsonMD/status/1298257344233525257

4/ A #GrowthMindset is cultivated by the words we use and the examples we set through humility. I do this in 3 ways:Tie growth to evaluationExplain where I am growingGive example of practice changing feedbackThread on Allyship and Upstanding: https://twitter.com/GStetsonMD/status/1298257344233525257

5/ #GrowthMindset provides learners w/ motivation to receive & incorporate feedback.

The next key piece of #FeedbackCulture is relationships. I like two concepts for this:

– The Educational Alliance
https://pubmed.ncbi.nlm.nih.gov/25406607/

– Feedback as Coaching
https://pubmed.ncbi.nlm.nih.gov/30907439/

5/ #GrowthMindset provides learners w/ motivation to receive & incorporate feedback.The next key piece of #FeedbackCulture is relationships. I like two concepts for this: – The Educational Alliance https://pubmed.ncbi.nlm.nih.gov/25406607/ – Feedback as Coaching https://pubmed.ncbi.nlm.nih.gov/30907439/

6/ Both ideas are wonderful, and I love them equally. But when you strip them down, they leave us with some common principles:

7/ A note about #FeedbackAsCoaching. This is a great way to think about giving feedback to your ”superstar” learners.

Think about Serena Williams’ or Simone Biles’ coaches…I have a sneaking suspicion they are not as talented as their coachees, yet still coax out improvement.

8/ Last week there was some great chatter from @cjchiu, @nsrosenberg, & @EmmGeezee about #MotivationalInterviewing as a framework for feedback.

Yes! This idea aligns perfectly with the #EducationalAlliance and #FeedbackAsCoaching.

9/ So, meet with each learner & make clear you are invested in them, & all feedback is in the spirit of continuous improvement.

Then, you need to co-create some goals. Doing this serves a few purposes:

Demonstrates Commitment

Encourages Metacognition

Engenders Trust