Feedback

If a friend of yours is about to do something for the very first time and you've already done that and you know the likely bad consequences of it, then would you advise him not to proceed or would you let him(her) learn from that experience on his(her) own ?

I think the action one should take in that particular situation depends on the feedback-time. By feedback, I mean, the analysis from the results or the consequences on doing that particular 'something' and by "time", I mean, the duration needed for your friend to feel or experience the results or consequences.


From that, I'd say that I'll advise my friend or caution him not to do that 'something' if the "feedback-time" is very long, say months or an year. And I'll keep my mouth shut in contrast. ( Using this conclusion only for illustration purpose).

Feedback is very important.

 Let's divide feedback into two types based on point of reference: 1. Direct 2. Indirect

Direct Feedback

The name itself is self explanatory, I hope. We get feedback on our own by self assessing the decisions and the end results of those decisions.

 For example, you decided to watch a movie because you came across a high rating given to that movie in some website. Later, you resented that movie and your decision of watching it. The feedback from this decision: " Read more reviews. Not one".

You can get self or direct feedback also by not doing the act on your own. Read my previous blog: .Vicarious experience

Indirect Feedback

It is the feedback given by others.

There are fields where this indirect feedback is very important, like teaching, surgery, athletics, investing, etc. Its important because we may be more biased when thinking of ourselves. And if you want to master something, you have to have an environment where there is an ample opportunity to learn and a ready feedback. So that you can have insights regarding your subject and on practicing like that for stretch ( deliberately ), you'll master it. Almost anyone can work hard, even the donkey can. But without feedback, hard work's value may come down.

So How can one create an environment with ready feedback available ? One way is to have an associate watch you perform or simply have a coach. There is a lecture given by Dr. Atul Gawande (author of The Checklist Manifesto),  watch it for more insight into this concept.  (see link in footnotes)

And I agree that its very difficult to have coaches or friends tell us feedback. But We must give importance to feedback, I reckon.


Negative & Positive Feedback Loops :

There are wide range of applications of these loops in various fields of interests. I'm limiting myself to how I view or how I see using simple definitions.

Negative : This loop occurs when the result of a process you picked up creates a dissatisfaction which in turn cause regulation or provide a cap on your improvement. It goes on and on, if you do not abandon that negative feedback loop.

And the important thing is that we forget about this feedback when we are experiencing that negative, like when we lost in a match, failed in studies, race, game etc. Feedback dances in front of you after you lost, but we tend to ignore it and hug the negative emotions so tight.

The thing we need to do, I think, when we lost or failure occurs, be sad, cry, rewind, get feedback, and move on to other. That's it, nothing more.


Positive: In contrast to the above, this creates a result or consequence which maintains satisfaction (psychologically).

The result from the process you took up creates positive things and improves your learning course. That's how learning is done. If you happen to have positive feedback loops in your life, there is no turning back.


Footnotes:

1. Atul Gawande's lecture:  https://www.youtube.com/watch?v=VabtGPVVihA
2. Positive and Negative feedback's wiki pages : http://en.wikipedia.org/wiki/Positive_feedback  &  http://en.wikipedia.org/wiki/Negative_feedback


P S: This is no ideology, just my views.

P P S: Images were used to enhance the vividness of the content. This style is copied from my professor.


Thanks for reading.