Feedback on performance is critical in closing the communication loop to a candidate. Too much feedback, too soon can be overwhelming but too little can be demotivating and produce diminished results. So how can we strike a happy balance? This article looks at six things trainers can do to provide better feedback.

1. Find the sweet spot with MIC (Maintain, Improve or Change) when reflecting on participant performance.

Learning and Development is a vital part of any organization, large or small. It helps to increase efficiency, generate performance improvement and support workplace competitiveness. As practitioners, we have a profound responsibility in guiding the futures of our participants and setting them up to be capable and confident learners as well as productive workers.

As I sit silently in a self-made lock down to complete my latest book about training games, I thought I would take a break and consider the wider process of becoming published.

More and more, educational institutions are asking for staff to contribute to their professional development through scholarly activities such as conducting research, presenting papers at conferences or having articles accepted for publication. The question we get a lot from our students is “how do we get ourselves published, the first time?”

Here are some hints: