Group items tagged

Whether the feedback was in the observable effects or from other people, in every case the information received was not advice,

eedback is often used to describe all kinds of comments made after the fact, including advice, praise, and evaluation

Guidance would be premature; I first need to receive feedback on what I did or didn't do that would warrant such advice.

Decades of education research support the idea that by teaching less and providing more feedback, we can produce greater learning

Formative assessment, consisting of lots of feedback and opportunities to use that feedback, enhances performance and achievement

Whether feedback is just there to be grasped or is provided by another person,

Whether feedback is just there to be grasped or is provided by another person, helpful feedback is goal-referenced; tangible and transparent; actionable; user-friendly (specific and personalized); timely; ongoing; and consistent.

by teaching less and providing more feedback, we can produce greater learning

We think like a designer, not like a teacher, when we say: the teacher is just one element in the design. The choice of task, pedagogy, groupings, flow of work, resources, furniture, light, noise level, role of people and text – all of these design elements are arguably as important as the teacher.

What are those conditions, in a nutshell? I would highlight the following: Thought-provoking intellectual challenges (inquiries, questions, problems) The challenge has been designed to optimize self-sustaining and productive work by learners, related to a clear and intellectually worthy goal The learners have become reasonably competent in classroom routines that foster productive goal-focused work The challenge cannot be accomplished by a worksheet, checklist or recipe. It requires strategic use of knowledge and skill, creative problem-solving, and critical thinking; and the eliciting of multiple perspectives on how to address the challenge and gauge progress. There is an unambiguous product or performance goal (even if there is ambiguity about how to achieve the goal), supported by clear criteria and standards, thus permitting ongoing student self-assessment and self-adjustment. There is enough feedback within the challenge (and resources) that the work can be maximally self-sustaining and productive. The teacher is therefore freed up to coach for a significant amount of time, permitting personalized feedback and guidance (as well as just-in-time mini-lessons). This coaching role also permits the teacher to determine what is and isn’t working in the challenge, and thus enables the teacher to quickly change gears if the desired learning is not occurring or the process is not working.

In other words, it is a poor design for learning that puts all the burden of teaching and processing on the teacher. Then, the teacher can neither coach nor understand what is going on in the minds of learners. Worse, endless teaching, no matter how expert, soon becomes passive and without much meaning to learners who must wait days, sometimes weeks, to get meaningful chances to interact with the content, to try out their ideas on others, and to get the feedback they need.

Group-worthy tasks – Focus on central concepts or big ideas that require active meaning-making The challenge itself has ambiguity or limited scaffold and prompting so that student meaning-making and different inferences about the task and how to address it will emerge. Are best accomplished by ensuring that multiple perspectives are found tried out in addressing the task. This not only rewards creative and non-formulaic thought but undercuts the likelihood that one strong student can do all the key work. Provide multiple ways of being competent in the task work and the task process Can only be done well by a group, but are designed to foster both individual and group autonomy. (The teacher’s role as teacher and direction-giver should be minimized to near zero). Demand both individual and group accountability Have clear evaluation criteria