Authentic Counselling Training
Giving and Receiving Feedback
[Under construction: 29 May 2005 ]
What can go wrong in the feedback process
Many things can, and do, go wrong in the feedback process. An observer might have been paying little attention (for example, because of fatigue, illness or emotional distraction) and thereby have little material to feed back. This absence of material to feed back tends to communicate that the observer places little value of what the listener (counsellor) did, and consequently constitutes quite negative feedback! The feedback deliverer might not feel confident about the process of giving feedback maybe to anyone, or else to people within the group (“Everyone else knows more than I do.”), or even to that particular recipient (“She takes everything I say so badly, I don’t want to hurt her.”). The feedback deliverer might not feel confident about the issues about which they are required to give feedback (“I don’t know when an intervention should be expressed, and should not be expressed, tentatively.”) The feedback recipient might feel so lacking in self-esteem that any feedback other than praise feels like a personal attack, or so lacking in self-worth that they automatically reject celebratory feedback. In response to an emotionally fragile group member, the group might collude to give banal feedback, and group members only ever receive unchallenging feedback. The process of giving feedback might become so long-winded and/or unrewarding that the group gets bored and gives up. The group might fail to develop its feedback process to take account of developing trust and developing learning needs.
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