Feedback That Actually Changes Behavior

It all started with the BIG question on the table.

 

How do we give feedback that actually changes behavior instead of just making people feel good?

 

This Coffee Chat dug into feedback across three very different environments—e-learning, virtual live sessions, and in-person training—and how the mechanics of each shape whether feedback actually lands. One participant built a HAZWOPER training scenario with a live risk gauge that tracked accuracy, risk, and time based on the learner's choices, showing them the consequences in real time rather than just saying right or wrong. Another described branching scenario software where feedback isn't punitive—it explains why an answer is correct or incorrect so the learning actually reinforces itself. A librarian trainer shared a clever twist: requiring supervisors to approve a new hire's performance evidence before they could finish a course, which pulled supervisors directly into the feedback loop and dramatically improved how prepared people showed up to follow-up sessions.

 

The group agreed that context is everything—feedback tied to the moment, using the learner's own scenario and vocabulary, sticks far better than generic "good job" messaging. One person emphasized pulling real terminology straight from subject matter experts so feedback feels authentic to the learner's actual work.

 

Then we moved into the messier territory of virtual breakout rooms. The honest consensus? A lot of breakout room feedback is, in Barbara's words, "lame." People spend half their time deciding who should lead instead of doing the work. Solutions included pre-assigning facilitators or leaders to each room ahead of time, using private chat messages to redirect someone without putting them on the spot, and using the chat "blast" feature not just for time reminders but to throw curveball questions that spark reflection—something the group realized they hadn't fully explored as a feedback tool. Another idea: bring back previous participants as trained feedback-givers in breakout rooms, turning it into a continued development opportunity for them too.

 

Finally, we talked about live, in-person feedback—and the risk of getting too casual with it just because everyone's in the room together. One participant shared a memorable framework: give one specific thing you loved, and one specific thing you'd love to see done differently next time—avoiding the word "but" in between. Another pointed out that when you redirect one person in a group setting, everyone else is watching how you handle it, so the tone matters as much as the content. The group also floated "help me understand how you got there" as a coaching-style question that lets people talk themselves into recognizing what needs to change, rather than being told outright.

 

The takeaway? Good feedback is specific, contextual, motivating, and actionable—no matter which environment you're working in. And sometimes the best feedback doesn't come from you directly; it comes from designing the system (a gauge, a supervisor checkpoint, a peer rubric) so the learner sees the consequences and course-corrects themselves.

 

So how are you making your feedback more actionable this week?

 

Stay curious! -Shannon

 

Video VimeoCoffee Chat: Building Feedback and Support to Change Behavior

 

 

Transcript Summary Learningrebelslearningrebels.com/wp-content/uploads/20...

 

 

Transcript:OtterOtter Voice Meeting Notes

 

 

Chat Box: Learningrebelslearningrebels.com/wp-content/uploads/20...

 

Resources:   Bring E-learning to Life with Interactive Scenarios: ArticulateBring E-Learning to Life With Interactive Scenarios

 

Toolbox Tip: Creating Scenarios in Articulate Storyline (includes source file) Tdtd.org/content/atd-blog/toolbox-tip-crea...

 

Books:   Thank You for the Feedback by Douglas Stone and Sheila Heen AThanks for the Feedback: The Science and Art of Receiving Feedback Well: Stone, Douglas, Heen, Sheila: 9780143127130: Amazon.com: Books

 

Design for How People Learn by Julie Dirksen ADesign for How People Learn (Voices That Matter): Dirksen, Julie: 9780134211282: Amazon.com: Books

 

Visible Learning: Feedback by John Hattie  AmznAmazon.com

 

Map It by Cathy Moore AAmazon.com

 

The Coaching Habit by Michael Bungay Stanier AAmazon.com: The Coaching Habit: Say Less, Ask More, and Change the Way You Lead Forever: 9780978440749: Stanier, Michael Bungay: Books

 

Join the conversation  Be part of the live chat! Sign up here.     Hire Learning Rebels  When you need learning that sticks, we’ll fight to make performance results happen. Visit the Learning Rebels website to learn more   Host: Shannon Tipton  Podcast produced by: Obsidian Productions