{"id":990328,"date":"2025-12-01T10:30:19","date_gmt":"2025-12-01T10:30:19","guid":{"rendered":"https:\/\/practaice.nl\/feedback-geven-en-ontvangen-waarom-oefenen-het-verschil-maakt-en\/"},"modified":"2026-05-12T06:43:38","modified_gmt":"2026-05-12T06:43:38","slug":"feedback-geven-en-ontvangen-waarom-oefenen-het-verschil-maakt-en","status":"publish","type":"post","link":"https:\/\/practaice.nl\/en\/feedback-geven-en-ontvangen-waarom-oefenen-het-verschil-maakt-en\/","title":{"rendered":"Giving and receiving feedback: why practice makes a difference"},"content":{"rendered":"

Everyone knows that feedback is important. It helps teams grow, makes collaboration more effective and prevents minor irritations from escalating into major problems. Yet many people find giving and receiving feedback difficult. Conversations get stuck, people become defensive, and the message doesn\u2019t always come across clearly.<\/p>\n

Many training courses promise improvement, but in practice it turns out that feedback behaviour is hard to change. That\u2019s because insight alone isn\u2019t enough. Behavioural change requires practice, and that\u2019s exactly where digital role-playing games make the difference.<\/p>\n

The paradox of feedback<\/strong><\/h2>\n

Giving and receiving feedback feels uncomfortable for most people. We want to learn and grow, but at the same time we avoid the tension that comes with it. When we receive feedback, we often go on the defensive. And when we have to give feedback, we are afraid of hurting someone.<\/p>\n

That tension is human, but it means that feedback rarely achieves its goal. In many organisations, it remains a matter of good intentions: we know we need to communicate openly, but we do it too little.<\/p>\n

What makes feedback effective?<\/strong><\/h2>\n

Good feedback isn\u2019t about being right, but about growth. About improving together. Three things are essential for this:<\/p>\n

    \n
  1. Trust and safety. Without psychological safety, no one dares to be vulnerable.<\/li>\n
  2. Clear communication. Feedback only works if the message is specific and respectful.<\/li>\n
  3. Practice and repetition. You don\u2019t learn to give and receive feedback in a single training session, but by doing it.<\/li>\n<\/ol>\n

    Just like the \u2018golden rules\u2019 from the article \u201820 golden rules for giving and receiving feedback\u2019,<\/strong><\/a> which provides guidelines such as describing behaviour specifically, using \u2018I\u2019 messages and separating feedback from personality.\u00a0<\/p>\n

    It is only through practice that insight becomes meaningful. A conversation in which you really listen, choose your words carefully and learn how to respond to emotions. That is where behaviour changes.<\/p>\n

    \"\"<\/figure>\n

    Role-playing: from theory to practice<\/strong><\/h2>\n

    Role-plays have been part of communication training for decades. They work because they provide a safe space to try out new behaviour. Yet many people find them nerve-wracking. Colleagues are watching, there is time pressure, and the situations sometimes feel too contrived.<\/p>\n

    Digital role-playing games offer a new way to practise. Instead of a one-off exercise during a training day, you can practise with realistic scenarios whenever you like. An AI avatar responds realistically to what you say and do. This allows you to practise giving and receiving feedback in a safe environment, at your own pace.<\/p>\n

    Benefits of digital role-playing:<\/p>\n