Receiving feedback is a crucial aspect of personal and professional growth for junior doctors. Feedback, whether positive or negative, provides external validation of strengths and weaknesses while offering valuable suggestions for improvement. In this article, we will explore why feedback is essential, delve into our responses to criticism, discuss the characteristics of effective feedback, highlight common mistakes made by feedback-givers, and provide practical tips for making the most of the feedback you receive. By embracing feedback and adopting proactive strategies, you can optimize your development as a junior doctor.
Why Feedback Is Good for You
Feedback serves as an invaluable tool for improvement and skill development. Numerous studies across various industries have demonstrated the positive impact of feedback on performance and the acquisition of new skills[^1^]. By actively seeking and embracing feedback, you can enhance self-awareness, gain a deeper understanding of the consequences of your actions, and strengthen working relationships.
How We Respond to Criticism
Receiving negative criticism can be challenging, and our initial response may be rooted in our natural inclination to reject criticism[^2^]. Psychologist Daniel Goleman suggests that threats to our standing in the eyes of others can trigger a biological response similar to threats to our survival. As a result, we often instinctively attempt to change the information rather than ourselves. Additionally, our inherent negativity bias causes us to remember negative feedback more vividly and in greater detail[^2^]. However, it is essential to recognize that good feedback should also reinforce desired behaviors, not just highlight areas for improvement.
Characteristics of Effective Feedback
To ensure feedback is effective and well-received, certain characteristics must be present:
1. Credibility and trustworthiness of the feedback provider.
2. Good intentions perceived in the delivery of feedback.
3. Appropriate timing and circumstances for providing feedback.
4. Interactive and face-to-face communication during the feedback session.
5. Objectivity and specificity, accompanied by relevant examples and practical suggestions for change.
6. Explanation of the impact of the feedback, which is a vital missing link[^4^].
7. Role modeling of good reception of feedback, where feedback providers seek feedback themselves and are open to it.
8. Alignment of feedback with the recipient's goals.
9. Avoidance of competition or measurement against others.
10. Feedback that is not seen as controlling, manipulative, or micromanaging.
11. Institutional recognition of feedback as a core value.
Making the Most of the Feedback You Receive
To extract maximum value from feedback, consider the following tips:
1. Approach feedback with an open mind and a willingness to learn. Embrace it as an opportunity for growth.
2. Be open to the possibility that negative elements in feedback may hold truth.
3. Listen attentively before responding and ensure you fully understand the feedback.
4. Reflect back what you have heard and confirm your understanding to the feedback provider.
5. Share your perspective without becoming defensive, providing additional information to enhance the feedback process.
6. Request specific examples when feedback is general or vague to gain a better understanding of areas for improvement.
7. Take action by identifying areas for improvement and setting development goals. Actively work on these areas and track your progress over time.
8. Follow up with the feedback provider to inform them how you incorporated their suggestions, particularly for specific projects or tasks.
9. Proactively request regular feedback from your supervisor, colleagues, or mentors to stay on track with your development goals.
10. Appreciate both positive and constructive feedback as valuable insights for growth.
11. Make providing feedback a routine practice, as it will deepen your understanding of the challenges involved and improve your own feedback skills.
Feedback and your CPD Home program
Best of all, feedback is a critical element of your CPD Home program. Feedback you receive can contribute to your CPD hours in the Reviewing Performance category, which is one of the most difficult goals in your CPD.
Osler helps you achieve this target as easily as possible. Requesting feedback for any procedure, case, reflection, and even your personal career development plan automatically adds time to your tally, so you’ll hit the targets in no time.
Conclusion
Feedback is a powerful tool for the growth and development of junior doctors. By understanding the importance of feedback, recognizing our natural responses to criticism, and embracing the characteristics of effective feedback, junior doctors can maximize the value they derive from feedback. Adopting a proactive approach to feedback, including active listening, reflection, and taking action on areas for improvement, can lead to significant personal and professional growth.
It is crucial to remember that feedback is not meant to be a one-time event but an ongoing process. Junior doctors should continuously seek feedback, both positive and constructive, as part of their daily practice. By incorporating feedback into their routine and using it as a catalyst for personal growth, junior doctors can cultivate a culture of continuous improvement and excellence.
In conclusion, feedback is an essential aspect of a junior doctor's journey toward becoming a skilled and compassionate healthcare professional. Embracing feedback, regardless of its nature, provides valuable insights into our strengths, weaknesses, and areas for growth. By actively engaging with feedback, adopting a growth mindset, and implementing practical strategies, junior doctors can harness the power of feedback to enhance their skills, strengthen relationships, and provide the best possible care to their patients.