Question 1

What are the characteristics of effective feedback?

Accepted Answer

It is specific, timely, constructive, and actionable.

Answer

It is general, immediate, negative, and unhelpful.

Answer

It is vague, delayed, critical, and uninformative.

Answer

It is detailed, late, positive, and informative.

Question 2

What is the impact of effective feedback on both trainees and instructors?

Accepted Answer

It improves trainee performance and fosters relationships.

Answer

It creates confusion for trainees and promotes instructor burnout.

Answer

It discourages trainees and leads to high instructor turnover.

Answer

It hinders trainee progress and causes tension between instructors and trainees.

Question 3

What should you do to observe and practice all characteristics of effective feedback?

Accepted Answer

Observe and practice giving specific, timely, constructive, and actionable feedback verbally and in writing.

Answer

Practice giving negative, critical feedback only.

Answer

Ignore the characteristics of effective feedback and just give general feedback.

Answer

Delay giving feedback as much as possible.

Question 4

What is the best way to develop an Action Plan to deliver effective feedback?

Accepted Answer

Identify specific goals, strategies and timelines.

Answer

Make an Action Plan after feedback has been delivered.

Answer

Make a very general plan without any specific goals or timelines.

Answer

Develop a plan without any strategies.

Question 5

Which is not a characteristic of effective feedback?

Accepted Answer

Discouraging the person receiving feedback from responding

Answer

Focused on behavior not personality

Answer

Given in a timely manner

Answer

Based on specific observations

Question 6

Which is not a step in the feedback process?

Accepted Answer

Demanding agreement from the person receiving feedback

Answer

Checking for understanding

Answer

Describing your observations

Answer

Setting the stage for feedback

Question 7

What is the best way to deliver constructive criticism to a trainee?

Accepted Answer

In private and with specific examples.

Answer

In public and with general statements.

Answer

Through a team-wide email.

Answer

By ignoring the behavior and hoping it will stop.

Question 8

Which of the following is NOT a recommended technique for giving effective feedback?

Accepted Answer

Being vague about performance issues.

Answer

Focusing on behavior rather than personality traits.

Answer

Asking questions to encourage self-reflection.

Answer

Providing both positive and negative feedback.

Question 9

What is the primary goal of giving feedback?

Accepted Answer

To promote growth and development.

Answer

To make the manager's job easier.

Answer

To punish employees for poor performance.

Answer

To boost the ego of high-performing employees.

Question 10

How can you ensure that the trainee understands the feedback they received?

Accepted Answer

By asking the trainee to summarize the feedback and email back their summary after the feedback meeting concludes.

Answer

By repeating the feedback 10 times.

Answer

By sending a follow-up email restating the feedback.

Answer

By avoiding difficult or technical words.

Question 11

What is the recommended approach when delivering positive feedback?

Accepted Answer

Be specific, timely, and sincere.

Answer

Be vague, delayed, and insincere.

Answer

Focus on the employee's personality.

Answer

Deliver the feedback in a group setting.

Question 12

What is the importance of giving Action Points after Feedback is given?

Accepted Answer

It provides a clear direction for improvement

Answer

It implies the feedback was negative

Answer

It is a waste of time

Answer

It makes the recipient feel good

Question 13

What are the 3 types of feedback?

Accepted Answer

Collaborative, Verbal & Written

Answer

Neglectful, Unhelpful & Verbal

Answer

Written, Non-verbal & Aggressive

Answer

Verbal, Written & Coerced

Question 14

What is one example of ineffective feedback?

Accepted Answer

"You're doing a terrible job."

Answer

"Keep up the good work."

Answer

"I appreciate your effort"

Answer

Question 15

What happens when Action Points aren't followed up on?

Accepted Answer

The trainee may not make the desired improvement.

Answer

The Instructor will be happy regardless

Answer

The Instructor will give up on the recipient.

Answer

The trainee will improve regardless.

Question 16

What is the purpose of collaborative feedback?

Accepted Answer

To involve multiple people in the feedback process to provide a more well-rounded perspective

Answer

To communicate feedback through written documentation

Answer

To provide feedback only to high-achieving individuals

Answer

To create confusion among feedback recipients

Question 17

What is the main benefit of using the SAID Feedback Model in Instructing?

Accepted Answer

It allows you to optimize training by tailoring it to specific demands or goals

Answer

It enables learners to relax and not develop

Answer

It helps learners to type better

Answer

It helps learners hide their weaknesses from the output of their work

Question 18

Who developed the SAID Feedback Model?

Accepted Answer

Vladimir M. Zatsiorsky

Answer

Anya Soltani

Answer

Laura Flint

Answer

Question 19

What is the DESC Feedback Model?

Accepted Answer

A feedback model that stands for Describe, Express, Specify, and Consequences.

Answer

A feedback model that stands for Define, Explain, Summarize, and Correct.

Answer

A feedback model that stands for Discuss, Evaluate, Support, and Comment.

Answer

A feedback model that stands for Discard, Evaluate, Specify, and Correct.

Question 20

What is one potential consequence of not giving feedback at all?

Accepted Answer

Mistakes can go uncorrected and lead to bigger problems.

Answer

Employees become too dependent on feedback.

Answer

Workload becomes too heavy.

Answer

There is too much micromanagement.

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