💬 Feedback is a Conversation, not a Monologue

Open the door to reflection and set the tone. Let the learner know that this conversation is meant to help them grow in their practice.

Ask, "How do you think that went?" or "What might you do differently next time?" This invites self-assessment and makes space for mutual learning.

📋 Use Competencies or Objectives as Anchors

Just like we use clinical guidelines for uncertain cases, standardized competencies and objectives can guide meaningful feedback and help learners focus.

For Jessie, her goal centers on the ACGME skill of effective communication with consultants. This can ground feedback, especially when paired with a look at the next step up in growth. Framing where she is now and asking, "Could you try X or Y to build on this?" turns feedback into coaching and reinforces a growth mindset.

📈 Taking Your Learner to the Next Level

Feedback works best when it shows learners not just how they're doing now, but also how they can get to the next level. Take Jessie, for example. Instead of giving vague advice like "communicate better," we can give her a focused question: "How could you check your own understanding of cardiology's recommendations to improve communication between teams?"

This makes the feedback concrete and shows her exactly how to move forward.

❤️ Lead with Empathy

Approach feedback with compassion. Listen to understand, not just to respond. Normalize challenges and validate their efforts — especially when learners are feeling vulnerable or overwhelmed.

Think back to Jessie. It may be helpful to recognize the barriers in clear communication for consultants, including time pressure and workload during a busy rotation.

📦 Keep It Small and Actionable

Focus on 1–2 key takeaways. Avoid the feedback equivalent of information overload. Small, specific insights are easier to absorb — and more likely to lead to change.

We saw from our database of observations that Jessie did not relay the urgency of the consult or give a timeline/method for follow-up. Discussing small changes that Jessie can incorporate into her consult mental checklist is an excellent way to help Jessie reach her learning goal.

🔁 Use Teach-Back to Close the Loop

Ask, "What's one thing you're taking away from this?" or "How will you apply this next time?" It's your feedback discharge summary — confirming understanding and setting the stage for growth.

The next time you work with Jessie, she will be calling consultants with ease and will be eager to set a new learning goal because she received feedback in a way that allowed her to make actionable changes and grow as a first-year resident.