By Grace Winder, M.S.
An effective police officer field training program relies heavily on timely and constructive feedback. Unfortunately, many officers in training receive feedback only after making serious mistakes.
Field training officers often struggle to provide feedback at the right moment, making it less relevant and actionable if delayed. Without proper follow-up, feedback may not lead to the desired changes, while overly critical feedback can demotivate trainees. Personal biases and poor communication skills can affect the objectivity and clarity of feedback. Some FTOs may avoid necessary feedback to prevent conflict, and emotional reactions from both FTOs and officers in training can hinder the learning process and mentor relationship.
In addition to these issues, some departments offer little to no initial FTO training, with even fewer offering continual reviews on topics such as adult learning theory, handling internal bias, differences in personality and teaching basics for beginners.
The distinction between basic and productive feedback in field training
Basic feedback is a simple comment about someone’s actions, delivered in a neutral to positive tone but lacking detail and actionable steps. For example, an instructor might say, “You hit 7 out of 10 targets” after a shooting drill. While factual, this feedback does not provide the necessary details for improvement and is often given after the fact, reducing its relevance and usefulness.
Similarly, saying, “You handled the traffic stop well” after a traffic stop does not specify which actions were effective or how the trainee can improve. For an incident report, “Good job on the report” acknowledges effort but fails to highlight strong parts or suggest improvements. This general feedback does not help the trainee enhance their skills, potentially leading to repeated mistakes.
Productive field officer training feedback offers timely, actionable insights that immediately impact performance. Given in the moment, it reinforces correct behaviors and corrects mistakes before they become habits. The tone should be positive and supportive, yet corrective when necessary, maintaining motivation and morale.
For example, in a firing drill, an instructor might say, “You hit 7 out of 10 targets so far, demonstrating good accuracy under pressure. To improve your performance, focus on your breathing technique to stabilize your shots. Let me show you a breathing exercise you can try next.” This approach identifies strengths and areas for improvement, providing tools to make effective changes.
Focusing on both strengths and areas for improvement builds confidence and drives excellence. Productive feedback enhances communication and trust between FTOs and officers in training, creating a collaborative training atmosphere. It improves performance retention through immediate, detailed guidance, leading to skilled, adaptable and reflective officers who handle complex roles effectively.
The McKinsey Feedback Model provides a structured approach to providing productive feedback on patrol. Grounded in key principles like actionable feedback, timeliness, specificity, constructive tone and behavioral focus, the McKinsey Feedback Model ensures feedback is both effective and conducive to growth.
Effective feedback should include specific, actionable steps, and be given immediately to reinforce positive behaviors and correct mistakes before they become ingrained. It should focus on specific behaviors and outcomes, helping the recipient understand exactly what to improve. Maintaining a positive and supportive tone is essential to keep the recipient motivated and receptive. Additionally, targeting observable behaviors ensures feedback is objective and focused on actions that can be changed.
Implementing the McKinsey Feedback Model to improve field training officer feedback
The McKinsey Feedback Model consists of three key components:
- Action: Describe the specific action or behavior observed. Example: “You hit 7 out of 10 targets so far,”
- Effect: Explain the impact or outcome of the action. Example: “demonstrating good accuracy under pressure.”
- Feedback: Provide constructive suggestions for improvement or reinforcement of positive behavior. Example: “To improve your performance, focus on your breathing technique to stabilize your shots. Let me show you a breathing exercise that can help steady your aim. Try this technique in the next round.”
Here are some additional examples:
Defensive tactics training
- Action: “You executed the takedown technique correctly after a brief hesitation.”
- Effect: “Executing the technique properly shows you understand the mechanics, but the hesitation could leave you vulnerable in a real situation.”
- Feedback: “To improve your response time, practice the technique repeatedly until it becomes second nature. Also, visualize the scenario beforehand to reduce hesitation. Let’s run through the drill again to build your confidence.”
Public inquiry training
- Action: “You handled the public inquiry professionally and answered all the questions.”
- Effect: “Your thoroughness is commendable, but using too much technical jargon can confuse the public and reduce the effectiveness of your communication.”
- Feedback: “To improve, try to simplify your language and avoid technical terms that the public may not understand. Use analogies or simple explanations to make your points clearer. Let’s practice a few scenarios to refine your approach.”
De-escalation training
- Action: “You used calm and clear communication to de-escalate the situation effectively.”
- Effect: “This helped to reduce tension and prevented the situation from escalating further.”
- Feedback: “To further improve your de-escalation skills, practice active listening techniques and maintaining an open, non-threatening body posture. Let’s go through a few role-playing scenarios to reinforce these techniques.”
Suggestions for new officers on receiving field training officer feedback
Receiving feedback effectively is just as crucial as giving it. To make the most of the feedback provided by field training officers, officers in training should use active listening skills, ask clarifying questions, have a growth mindset and reflect on the feedback received.
Active listening is fundamental; it involves fully concentrating on the feedback, making eye contact, and avoiding interruptions. Asking clarifying questions can help clear up uncertainties, such as, “Can you provide an example?” or “What specific actions can I take to improve?”
Stay open-minded and approach feedback with a positive attitude, viewing it as an opportunity for growth rather than criticism. This mindset helps in accepting constructive feedback without becoming defensive. Reflect on the feedback and how it applies to your performance to understand your strengths and areas for improvement. Requesting regular feedback is proactive, shows a commitment to self-improvement, and keeps you informed about your progress.
In the demanding and dynamic field of law enforcement, timely and actionable feedback is crucial for the effective training of police officers. Without immediate, actionable guidance, police trainees may repeat errors and miss opportunities for improvement, hindering their professional growth and effectiveness.
Using structured models like the McKinsey Feedback Model for step-by-step guidance in giving productive feedback is not only beneficial but necessary. By structuring feedback to address specific actions, their impacts, and suggesting concrete improvements, field training officers can significantly enhance the efficacy of their police training programs.
References
- Miles M. (March 16, 2022.) Types of Feedback and Ways to Use Them (With Examples). BetterUp.
- Birt J. (November 16, 2022.) A Guide To Giving Constructive Feedback at Work. Indeed Career Guide.
About the author
Grace Winder, M.S. IO Psychology, a veteran and former law enforcement officer, champions AI-enhanced training for officer wellness and development. Her work, including NAFTO 2024’s Feedback, Criticism, and Self Reflection, and research projects like “Use of ChatGPT Bots in Police Scenario Training,” underscores learning and development’s role in promoting mental health and organizational success. Contact at gracewinder95@gmail.com.