Sharing+Negative+Feedback

Sharing Negative Feedback =**How do I have the conversation in a way that brings about change? Why are we afraid of having that conversation? What’s the worst that can happen? **= =**We also have to know how to praise people – descriptive praise, not general is important before you can give negative feedback which should also be specific. **= =**We are trying to say something factual that is being processed emotionally. Teachers will say the parents have too much power. You’re listening to 3 parents. Focus with the teacher on helping people regain trust in this aspect of the program. The gut is that their planning isn’t adequate. The danger is to spend most of the time talking about the teacher’s feelings rather than the issue. **= =** It’s good when a parent complains to spend time in the classroom to see with your own eyes rather than just listening to a parent. “We’re going to have a conversation and I’m going to write down what we talked about,” and have the teacher sign it. This can change behavior when the teacher realizes how serious it is. Do we have faith in the person’s ability to change or are we preparing to counsel the person out? Is this level the appropriate placement for you? ****Sometimes the teacher is concrete when we are trying to be more abstract. **= = = =**A helpful book : Difficult Conversations: How to Discuss What Matters Most **=
 *  [|Douglas Stone] (Author), [|Bruce Patton] (Author), [|Sheila Heen] (Author), [|Roger Fisher] (Author) **


 * The Faculty Culture Profile from ISM is helpful. **


 * It’s good to prepare ourselves for all the possible responses and what we would say. **


 * When we fire someone, we have to be prepared for the fact that the news is communicated to other staff by the person receiving the information and we can’t respond. Teachers are often aware of who is competent and who isn’t and sometimes they resent when you don’t call them on it. Even when teachers know it, they feel bad for the person and there is the pain of separation. **


 * There’s a saying – hire fast, fire fast. We don’t hire fast but if it’s a bad match, end it. Sometimes they know it too. **


 * Some department chairs enjoy being a colleague and never give negative feedback. Have to help them to see that avoiding the conversation doesn’t help the colleague. Can have other department chairs who are good at it mentor those who aren’t. **


 * Good phrases, “It’s not within the culture of the school to speak in that way.” “Help me understand how this is furthering your goal.” Also when terminating teachers, the discussion can revolve around not that the person isn’t a good teacher but that their approach doesn’t fit with the school’s approach or philosophy. **