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Related Concept Videos

Effects of feedback01:24

Effects of feedback

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Feedback in control systems plays a critical role in shaping various operational parameters, extending beyond simple error reduction to influence stability, bandwidth, gain, impedance, and sensitivity. Understanding these effects requires examining a basic feedback system characterized by defined input, output, error, and feedback signals.
Feedback significantly modifies the gain of a control system. The gain of a system without feedback is altered by a factor of one plus GH, where G represents...
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Self-esteem is intricately tied to our perception of competence and our ability to exert control over our lives. One of the primary sources of this perception is performance feedback — the ongoing evaluation of our actions in terms of success and failure. According to Franks and Marolla (1976), people derive self-worth from experiencing themselves as causal agents, capable of achieving goals and overcoming obstacles. This process nurtures a critical component of self-esteem:...
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Impression Management Techniques III: Aligning Actions01:29

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Aligning actions are communicative strategies individuals employ to maintain social harmony and preserve personal identity in the face of potential disruptions to social norms. These actions are particularly important in managing social impressions when one's behavior might be seen as inappropriate, incompetent, or morally questionable.Types of Aligning ActionsThe three principal types of aligning actions are disclaimers, accounts, and apologies.DisclaimersDisclaimers are preventive; they are...
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Response Surface Methodology (RSM) is a collection of statistical and mathematical techniques used to develop, improve, and optimize processes. It is particularly valuable when many input variables or factors potentially influence a response variable.
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Impression Management Techniques IV: Altercasting01:14

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Altercasting is a strategic communication technique in which an individual imposes a specific identity or social role onto another person to influence their behavior and shape the interaction. By presuming a role—such as “responsible leader” or “patient person”—altercasting encourages the target to conform to that identity, often aligning their behavior with the expectations associated with the role. The power of this tactic lies in its subtlety; once a role...
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Feedback control systems are categorized in various ways based on their design, analysis, and signal types.
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Related Experiment Video

Updated: Dec 27, 2025

Setup and Execution of the Rapid Cycle Deliberate Practice Death Notification Curriculum
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In-the-Moment Feedback and Coaching: Improving R2C2 for a New Context.

Jocelyn Lockyer, Heather Armson, Karen D Könings

    Journal of Graduate Medical Education
    |February 25, 2020
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    Summary

    Supervisors adapted the R2C2 feedback model for immediate coaching. This revised R2C2 in-the-moment model and guide support effective, timely performance discussions.

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    Area of Science:

    • Medical Education
    • Clinical Supervision
    • Healthcare Professional Development

    Background:

    • The R2C2 (relationships, reactions, content, coaching) model is a 4-phase framework for formal feedback between supervisors and residents.
    • Current application of the R2C2 model relies on collated data for performance discussions.
    • The R2C2 model's utility in immediate, brief feedback scenarios has not been previously investigated.

    Purpose of the Study:

    • To explore supervisor adaptation of the R2C2 model for in-the-moment feedback and coaching.
    • To develop a practical guide for implementing the R2C2 model in time-constrained clinical settings.

    Main Methods:

    • Semi-structured interviews were conducted with 11 purposefully selected supervisors in 2018.
    • Interviews focused on the adaptation of the R2C2 model for immediate feedback conversations.
    • Analysis identified phase-specific phrases to guide the development of an in-the-moment R2C2 model.

    Main Results:

    • Supervisors successfully adapted the R2C2 model across diverse feedback situations, confirming the relevance of all four phases.
    • Key phrases were identified for each phase to facilitate effective, time-efficient coaching conversations.
    • The study resulted in a revised R2C2 in-the-moment model and a trifold brochure to aid its implementation.

    Conclusions:

    • The R2C2 in-the-moment model provides a structured approach to feedback and coaching, addressing time limitations.
    • It incorporates an iterative conversation between reaction and content phases, enhancing the original model.
    • This model empowers supervisors to coach residents and collaboratively develop action plans for performance improvement.