This article describes the elements of trainer feedback, offers guidelines for giving and receiving feedback, and responds to common issues concerning the use of feedback in skill training groups. (Author)

Glossometry, a method of providing visual feedback of tongue positions, was used to teach four vowel sounds to six profoundly hearing-impaired children. After 15 to 20 50-minute training sessions, all subjects showed greater diversification of tongue postures for the vowels. Listener identifications were also generally better after therapy.…

Five profoundly hearing-impaired children were taught to speak seven consonant sounds using palatometry which allows learners to see tongue-to-palate contact patterns used in sound production. Results demonstrated that visual articulatory modeling and feedback of linguapalatal contact patterns is an effective means of teaching consonants and…

Stating that the trainer's ultimate goal is to help trainees make beneficial behavior changes on the job, the author presents models for trainers to use in teaching communication-skill formulas. She discusses three areas necessary for the successful application of communication skills: knowledge, practice, and valuing. (MF)

The performance of four direct service providers in feeding, positioning, and transferring physically disabled patients was measured. Use of written instructions led to slight and usually brief changes in performance. The introduction of feedback, especially a continuous schedule, resulted in marked improvements which were maintained. (Author/JDD)

The effectiveness of a classroom-based social skills training program was evaluated with 14 elementary grade children having social competence problems. The program emphasizes direct verbal explanation and modelling of social skills along with guided practice, role playing and feedback. (Author/DB)

Three severely mentally retarded adolescents who exhibited repetitive hand movements were assessed during baseline (reinforcement for on-task behavior) and sensory change (rings on fingers of both hands, rings and reinforcement, and faded rings) conditions. Sensory change effectively reduced the target responses for up to four hours. (Author/JDD)

The author defines self-instruction as any training method in which the trainee has control over the pace and to some extent the conditions of his learning. He discusses requirements for application of self-instructional methods: knowledge component isolation, material relevance, adaptable entry point, knowledge transfer exercises, feedback…

The experiential approach brings the trainees into a systematic training process that emphasizes their personal experiencing. Simulation materials bring the learning process exposure to many varied aspects of the counseling situation and enable counselor trainees to learn one counseling skill at a time and receive immediate feedback on their…

This manual describes a training program for teacher evaluation. The purpose of the program is to provide educators who evaluate classroom instruction with the tools that result in professional growth for the teachers and improvement of classroom instruction. Joint participation by teachers and administrators is encouraged in all phases of the…

An adult worker with moderate mental retardation demonstrated substandard productivity in cleaning bathroom, hall, and office sites in a community-based competitive work setting. Productivity increased at each site following (1) videotape-based self-monitoring, and (2) distributed verbal feedback and breaks which were systematically reduced over…

This article presents a rationale for emphasizing discovery instruction over guided instruction in teaching cane travel skills to people with severe visual impairments. Discovery instruction is seen to facilitate the use of intrinsic feedback in developing perceptual-cognitive skills as well as promoting problem solving, retention, and transfer of…

A systems approach to effective instructional design that is equally applicable to educational and organizational settings includes six components: (1) needs assessment, (2) systems design, (3) curriculum development, (4) organizational development, (5) feedback and evaluation, and (6) outcomes. The last component, outcomes, provides a context and…

This booklet is intended to assist managers at all levels and in all types of firms in coaching employees of two types: those with managerial responsibilities or those being developed as managers. The principles and approaches described, however, are applicable to all levels of employees. Discussed in the individual sections of the guide are the…

This study involving three autistic and four nondisabled preschool children found that a peer-initiation intervention produced increases in peer initiations and social interactions when the teacher verbally prompted, but not without verbal prompts. When a correspondence training/visual feedback package was implemented, peer initiations and social…