Create a continuous improvement culture to develop facilitation abilities and exploit feedback. Actively solicit input from participants via surveys or one-on-one sessions. Analyse the input to discover strengths and areas for improvement. Implement actionable modifications based on the comments obtained. Encourage open discourse throughout sessions to generate real-time insights. Reflect on each facilitating experience, taking note of the lessons learnt. Participate in professional development activities like workshops or peer observations. Regularly assess and adjust strategies to guarantee effective and engaging facilitation, which improves overall results.

When it comes to feedback, before you seek from others, pause and do a self reflection based on : 1. What went well? 2. What did not go well? 3. What could be done differently / more off/less off the next time around? Then you can approach those whom you can give/provide genuine feedback. As this will allow you to see different perspectives. Ensure you get as much SBII (Situation, Behaviors, Impact and Intention) so that the feedback is specific for growth. Have a curious and courageous conversation to get the feedback for feedforward. Work on the feedback : right moment, right place, right group and right topic. Embrace the journey!

A facilitação diferente do que muitos pensam não é apenas apresentar um tema ou compartilhar a tela, é muito além disso. A facilitação efetiva acontece quando você consegue engajar as pessoas dentro do assunto que está sendo tratado, quado as pessoas colaboram embusca do melhor resultado, e para alcançar isso o melhor feedback será o "calor" que as pessoas estão em relação a participação, o engajamento... Se você notar que isso não está sendo adequado como gostaria, é o maior sinal de que você deve modificar sua facilitação para abordar o assunto talvez de maneira mais dinâmica ou fluída.

🗒️ When I started organizing 'Train the Trainer' programs, I realized how crucial feedback is in learning anything. The first natural step is to collect feedback as often as possible. 🫱🏼🫲🏻 Set expectations upfront. Let your audience know you're genuinely interested in their feedback and invite them—not to judge but to mindfully observe your delivery and their experience. 🤳🏼 Ask for it right after the session and keep it simple. 🎯 Don't act on everything at once. Understand what you received, decide which points resonate with you, and pick one to act on next. Then, notice what works and what doesn't. ✌🏼 As you tackle one point at a time, the others may improve naturally because your overall facilitation skillset is growing.

Feedback requires two elements. First, the adult learner must know what the objective is of the learning experience. Why he or she is spending time in the learning experience. Second, to be effective, questions for feedback must be open ended in their phrasing. Asking "Did you get it?" "Are you with me" does not elicit feedback. Asking - what are your thoughts along the lines of what you just heard? gives instant feedback. Then you know that they either got it or they didn't get it and you can modify the learning experience right there, on the spot!

• Reflect on specific feedback points and apply insights in future sessions. • Encourage open, constructive feedback loops for continuous improvement.

Yes, feedback is key to improvement, when you ask be open to receive. Sometimes you won’t hear things you like, when something makes you feel uncomfortable there is a learning. Ask for constructive feedback. Even when being showered with compliments there is always space to ask - what might we do better? *Actively seek feedback in our business we embed it from the beginning - designing the facilitation and in initial meetings we openly invite feedback back and collaborative - state you are open to feedback - at the end of sessions I used to state “if you have feedback come speak to me” or email me - structured surveys can be effective don’t over use them keep the ask simple - use your email signature to offer a feedback channel