This document discusses giving effective feedback in a cultural mentoring workshop. It outlines some assumptions about cultural mentors and their knowledge of community culture and cross-cultural communication skills. It also describes some common attitudes of learners and mentors towards cultural mentoring. Effective feedback outcomes are described as making the learner feel safe, supported, challenged, engaged and helping them develop cultural competence. Principles of effective feedback include dialogue, flexibility, and problem solving together. Strategies involve observing performance, comparing to standards, and working to improve performance. The document advocates including cultural content and nuances in clinical and workplace settings.

1. Giving Feedback
TMT Cultural Mentor Workshop, March 2014
hung@hmvtteachingspace.com
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2. Introduction

3. Assumptions
Cultural Mentors knows:
• their own community and community’s culture
(authenticity)
• how to interact cross-culturally (communication
skills)
• culture and cross-cultural differences (theory)

4. Mentoring Scenarios
1. GPR in difficulty
2. GPR being observed
3. GPR with a problem

5. Attitudes to Cultural
Mentoring

6. Attitudes to Cultural
Mentoring
Learners’ attitudes:
- They don’t acknowledge that
I know a thing or two
- They are not consistent
- I don't want to argue
- There are no practical
solutions
- There is no cultural stuff
- They are not medical

7. Attitudes to Cultural
Mentoring
Learners’ attitudes:
- They don’t acknowledge that
I know a thing or two
- They are not consistent
- I don't want to argue
- There are no practical
solutions
- There is no cultural stuff
- They are not medical
Mentors’ attitudes:
- They (learner) think they know
it all
- They’re not interested
- They think we can't offer
anything to help
- They don't want to learn from
us and prefer learning from
their GPS
- They have poor
communication skills; they do
not know how to talk to our
mob

8. Effective Feedback:
Outcomes

9. Effective Feedback:
Outcomes
Learner feels safe and develops

10. Safe
White, 2009 (modified)

11. Safe
included
White, 2009 (modified)

12. Safe
challenged
included
White, 2009 (modified)

13. Safe
challenged
engaged
included
White, 2009 (modified)

14. Safe supported
challenged
engaged
included
White, 2009 (modified)

15. Safe supported
challenged
engaged
included
culturally
White, 2009 (modified)

16. Empowered
Motivated
Cultural
Values
Expectations
Experiences
Support
Significant
Others
Natural
Abilities
DEVELOPS Culturally Safe

17. Empowered
Motivated
Cultural
Values
Expectations
Experiences
Support
Significant
Others
Natural
Abilities
DEVELOPS Culturally Safe

18. Empowered
Motivated
Cultural
Values
Expectations
Experiences
Support
Significant
Others
Natural
Abilities
DEVELOPS Culturally Safe

19. Empowered
Motivated
Cultural
Values
Expectations Experiences
Support
Significant
Others
Natural
Abilities
DEVELOPS Culturally Safe

20. Empowered
Motivated
Cultural
Values
Expectations Experiences
Support
Significant
Others
Natural
Abilities
DEVELOPS Culturally Safe

21. Empowered
Motivated
Cultural
Values
Expectations
Experiences
Support
Significant
Others
Natural
Abilities
compassion for others
personal sensitivity
moral sensitivity
unusual curiosity
persevering with interest
high degree of energy
wide area of interest
great sense of humour
concerned with justice, fairness
keen power of observation
high degree of creativity
Silverman, 2003 (modified)

22. Effective Feedback:
Principles
‣conversation and dialogue"
‣bi-directional "
‣learning both ways"
‣flexibility"
‣solve problems together"
‣further reading/work/discussion with
others

23. Effective Feedback: Cultural
Curriculum
Cultural content in the clinical context
Cultural nuances in the workplace

24. Effective Feedback:
Strategies
Observe
performance
Compare
with
standards
Standards
Improve
performance

25. Practical

26. What we have learnt…