How to make extrinsic feedback effective
When delivering feedback, consider the five key points in the acronym STOVI:
Source
Ask yourself: who provided the feedback?
If it was a coach, it is likely to be accurate and reliable due to their high knowledge levels.
This would make performers more likely to trust the information provided and implement their next steps with intent.
However, if the information was provided from a teammate, the reliability of the feedback may be questioned due to their knowledge levels not being as high as that of a coach.
Timing
How quickly after the performance was the feedback provided?
The quicker the feedback is provided after a performance, the more sense it will make to the performer.
This is because the performance will still be fresh in their head and they can remember the examples the coach is referring to.
This would then allow the performer to make more sense of the incoming information and understand what they need to improve.
Order
Does the coach provide the performer with positives before negatives?
Providing the performer with positives before negatives will give the performer a confidence boost as it lets them know there were some strong aspects of their performance.
It will also make them more open to hearing some of the negative aspects of performance, which will then allow them to fully understand why these areas were weak.
However, if the coach provides the negatives first, it could lead to the performer lacking confidence and being demotivated to listen. This would be detrimental to their progress as they would miss out on hearing advice on how to improve.