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Feedback Podcasts

90 minutes of coaching summarized into a 3 minute podcast on the main development priorities

Coaches load up their feedback on each candidate’s performance in the training session. This is one of the most important tools in the program. There are 70 feedback podcasts for 70 training sessions. The feedback consists of a 2-3 minute podcast summarizing the coach’s views on the candidate’s strengths, weakness and key development areas. The summary will contain “red flags” and other trends the coach may identify. Candidates use this summary to guide their performance. Subscribers can use this summary to prioritize their own development and see how an ex-partner reviews case performance.

How to use the feedback podcasts: There are two ways to use the feedback podcasts. The first way is to listen to the feedback after watching a coaching session. That is certainly a useful method and will help subscribers.

It is also useful to get a big-picture overview of what happens over the entire training for a candidate. In this way, you know what to expect before you begin watching the videos. The second way is to listen to Felix, or another candidates feedback podcasts, back to back. So listen to all of Felix’s 23 feedback podcasts in one or two sittings. The value of this approach is you can then plan better since you know what to expect.

It is best to listen to the feedback podcasts of candidates who struggled the most. Therefore, Samantha and Rafik have the most detailed and useful feedback podcasts. Felix and Sanjeev’s feedback podcasts may not cover the full range of development needs.

In both Samantha and Rafik’s case we go into a lot more detail on their performance since they had more development areas. Therefore feedback is longer, more richer and far more effective for subscribers struggling with basic problems in cases. More skilled case interview subscribers would also benefit from listening to these podcasts.

As you listen to the podcasts, write down the main development areas. It is inefficient to have to listen to the podcasts again and you will likely forget things. With over 70 sessions in total, there is far too much information to rely on memory alone. When writing down improvement areas, pay attention to the development opportunities which either never get fixed, or are fixed and then relapse. Those are tipping points in a candidates performance. Once they happen, it usually implies a candidate is going into a long-term decline in the program.

Finally, avoid judging the candidates. It is far too easy to say, “I would never do this in a case,” or, “how could Samantha do that?” The reality is that everyone makes mistakes under pressure.

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