Get .1 ASHA CEU hereEveryone has had the awful and awkward experience of receiving critical feedback about their job performance from a supervisor or mentor. Sometimes it can leave you feeling driven towards your professional goals. Sometimes it can make you feel awful about your professional performance. Most of the time it just leads to lots of icky feelings.Since we work as clinicians who are required to continue learning throughout our career, it’s safe to assume that receiving critical feedback will always be part of our work experience. But does it always have to come with icky feelings? Are there different kinds of feedback? Are there ways to make the experience better? We wanted to know, so we went to the literature to find out.Join us in this episode to learn more about why receiving critical feedback can feel so icky. We review several articles from the fields of psychology and organization behavior management (OBM). Take a listen, be our nerdy friends, and learn a little bit about what you can do to make those icky feelings a little more tolerable.Learning OutcomesIdentify at least two components of the feedback landscape and at least two benefits of supervision and mentorshipDescribe at least two important components of critical feedbackIdentify at least two strategies for receiving critical feedbackReferencesBlosser, J. (Medbridge) Supervision and Mentoring Throughout the Career Journey [video]. https://www.medbridgeeducation.com/courses/details/supervision-and-mentoring-throughout-the-career-journey-jean-blosser-slp-schoolCook, T. & Dixon, M. (2006) Performance Feedback and Probabilistic Bonus Contingencies Among Employees in a Human Service Organization, Journal of Organizational Behavior Management, 25:3, 45-63, DOI: 10.1300/J075v25n03_04Fabricio Balcazar, Bill L. Hopkins & Yolanda Suarez (1985) A Critical, Objective Review of Performance Feedback, Journal of Organizational Behavior Management, 7:3-4, 65-89, DOI: 10.1300/J075v07n03_05Arco, L. (1997) Improving Program Outcome with Process-Based Performance Feedback, Journal of Organizational Behavior Management, 17:1, 37-64, DOI: 10.1300/J075v17n01_03McCready, V., Flynn, P., (2013). The Supervision Iceberg: More than Meets the Eye. [PowerPoint Slides]https://www.z2systems.com/neon/resource/msha/files/MCCREADY_-_Supervision_Iceburg.pdfPalmer, M., Johnson, C., & Johnson, D. (2015) Objective Performance Feedback: Is Numerical Accuracy Necessary?, Journal of Organizational Behavior Management, 35:3-4, 206-239, DOI: 10.1080/01608061.2015.1093059Steelman, L. & Levy, P. & Snell, Andrea. (2004). The Feedback Environment Scale: Construct Definition, Measurement, and Validation. Educational and Psychological Measurement - EDUC PSYCHOL MEAS. 64. 165-184. 10.1177/0013164403258440.Steelman, L.A. & Rutkowski, K.A. (2004), "Moderators of employee reactions to negative feedback", Journal of Managerial Psychology, Vol. 19 No. 1, pp. 6-18. https://doi.org/10.1108/02683940410520637Online ResourcesASHA S.T.E.P. Program: https://www.asha.org/students/mentoring/step/Disclosures:Financial: Kate Grandbois is the owner / founder of Grandbois Therapy + Consulting, LLC and co-founder of SLP Nerdcast. Amy Wonkka is an employee of a public school system and co-founder of SLP Nerdcast.Non-financial: Kate and Amy are both members of ASHA, SIG 12, and both serve on the AAC Advisory Group for Massachusetts Advocates for Children. Kate is a member of the Berkshire Association for Behavior Analysis and Therapy (BABAT), MassABA, the Association for Behavior Analysis International (ABAI) and the corresponding Speech Pathology and Applied Behavior Analysis SIG.Time Ordered Agenda:10 minutes: Introduction, Disclaimers and Disclosures20 minutes: Descriptions of the feedback landscape: supervision, mentorship, and the benefits of each15 minutes: Descriptions of the importance of critical feedback10 minutes: Descriptions of strategies for receiving critical feedback5 minutes: Summary and ClosingDisclaim