GOALS.8:4.2 - Conduct a useful conversation and feedback exchange

Use LDR.1’s smallest sufficient working conversation. Begin with the concrete episode and the participant’s account. Ask what happened, what they were trying to do, which conditions helped or hindered, and what next contribution would change the work. Supply a clear observation and its consequence rather than an unexplained personality label. The participant can correct factual mistakes or offer another supported explanation.

Agree the next useful action, help and response occasion. The needed contribution may be a clearer assignment, resource decision, subject answer, changed method or learning opportunity. Assign it to someone able to provide it. A manager’s advice cannot on its own change another team’s commitment or supply a teacher’s missing competence. If the conversation already settles the work, end there.

For development, distinguish supported practice from performance used for consequential appraisal. Use HCD when the person needs a new capability and agree the use of its observations. Feedback should let the learner change an operation and try again under suitable conditions. A conversation about learning is not evidence that learning occurred.