Instruction and Feedback


This course reviews how to give instructions and feedback most effectively within the context of mentoring relationships. It also encourages mentors to consider the benefits of mentees taking responsibility for their own learning and development, thereby reducing the reliance on instruction and feedback from any third party. 

During the course, you are observing the progress that Joe makes as he transitions from a mentoring role within the army to a position within corporate learning and development. Joe needs some support along the way but draws from his military training and experience to add a new dimension to the mentoring programme offered by his new employer.

By the end of this course you will be able to:

  1. Explain how to establish and maintain their legitimacy when providing mentees with instructions and feedback 
  2. Use assessment for learning techniques and adult learning theory within their mentoring practice 
  3. Describe characteristics of effective feedback 
  4. Use different feedback models within mentoring conversations
  5. Incorporate deliberate practice within mentoring action plans
  6. Encourage mentees to seek development input from their peers 
  7. Use principles from Radical Candor to develop a high performance culture 
  8. Include the 70:20:10 Model for workplace learning when planning mentoring programmes
  9. Demonstrate how mentees can use self assessment to help become independent learners
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