Introducing: The Rise Model of feedback

Think about your last observation.  It's nerve-wracking, even for a veteran teacher, to have an administrator walk into your room, laptop in hand.  When you get to the post-conference, it is completely disheartening when the only news they have for you is bad.

Even if they try to couch their negative feedback in coaching terms, it's still hard to hear:

"Have you considered using method x instead of the method you used?"

"What have you done to try and make class more engaging?"

These are tough questions and they make us worry about our teaching, our reputation and even the security of our jobs.

Instead, we'd like to hear some of what we did well, maybe an affirmation of our value to the department, or a thank you for the work we've been doing.  If that could be paired with some suggestions for future projects or a partnership with a colleague who is an expert in a particular field, it's a great post conference.

But how do we give feedback to students?

If we only write comments about things that need to improve, it's disheartening, maybe even demoralizing to the student.  Even if the ratio is 50% positive, 50% negative, the student is likely not motivated by the results.

Emily Wray created the Rise Model to help create "positive, productive changes" to student work.  (She's also got a fascinating website).

The Rise Model

While the Rise Model is certainly useful for teachers to provide student feedback, this same model can be used for student-student peer feedback.

Wray also created a Rise Model for self-evaluation.