Week 08 · lesson
Feedback and Goal Setting
Feedback is not the same thing as commentary.
A teammate saying, You threw that, may be emotionally accurate for them. It is still useless feedback. It names blame, not behavior. Useful feedback tells the team what happened, what evidence supports it, and what action changes next.
In esports, feedback has to be specific because the game moves quickly and memory lies. The team needs a record.
Behavior, evidence, next action
Use this feedback frame:
| Field | Question | Example |
|---|---|---|
| Behavior | What did we observe? | Two players rotated before the caller confirmed |
| Evidence | Where did we see it? | Round 4 timestamp, objective replay, team note |
| Impact | Why did it matter? | The defense arrived split and lost the trade |
| Next action | What changes? | Caller confirms rotate, second player repeats it |
| Review point | When do we check? | After three objective setups |
This frame keeps feedback from becoming personal. It does not remove accountability. It makes accountability inspectable.
Worked example: vague goal repair
Weak goal:
Communicate better.
That goal is too broad. It does not say who communicates, what information matters, when it must happen, or what evidence proves improvement.
Repaired goal:
During three objective setups, the caller announces rotate or hold before the first player leaves position. A teammate records whether the team heard and followed the call.
Now the team can test the goal. It has a behavior, a time window, an evidence source, and a review point.
Misconception: respectful feedback means soft feedback
Respectful feedback can be direct. The difference is that it attacks the problem, not the person.
Weak:
You never listen.
Better:
On the last two setups, the caller said hold, but two players rotated anyway. We need a repeat-back so the team confirms the call.
The second version is harder to dodge because it has evidence.
Build a goal from evidence
Use a supplied practice record or one from Lesson 1. Write:
- one observed behavior;
- one evidence source;
- one impact statement;
- one next action;
- one review point.
Then remove any blame words, mind-reading, or unmeasurable language.
Check your understanding
What makes feedback actionable?
It names an observable behavior, evidence, impact, and next action.
Why should feedback avoid mind-reading?
Because claims about intent are usually weaker than evidence about behavior.
Success criteria
Your feedback note is ready when a teammate can act on it without guessing what you meant or defending their character.