trainer in their role and competences (personal, social, professional and methodical competence), the trainer gains valuable material for their own self-reflection. If a trainer for example thinks that a seminar went very well but the feedback papers tell the opposite, this gives them concrete hints on their blind spots and self-estimation. But there is no absolute truth. Feedback should therefore always be seen as what it really is: personal, individual estimations, not truth or facts.
C
Feedback is not only helpful for the trainer, but also for the participants, so that they can estimate their own learning and progress. This feedback is what happens in a workshop when the trainer gives compliments, instructions or reproaches. Sometimes it can also be helpful to invite people into self-reflection, for example with the help of the following chart. It is important to recognise that this chart is only meant to help participants’ learning if they want to use it. Reflection is a personal and voluntary action which cannot be ordered or enforced. The trainer can only invite participants to reflect.
Lesson 1
Ensuring estimation What do I know / What am I able to do?
Professional competence For example: • Having fun to experiment Being able to describe • Handling techniques • Knowing different forms of presentation
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Developing Estimation What do I still need to know?