In a workshop, people aren't just trying to learn a technique: they're trying to feel capable. The way you give feedback can either reinforce that feeling or demolish it. A correction phrased badly kills enthusiasm in an instant; the very same correction, phrased well, fires up the urge to try again. Knowing how to correct is a skill just as important as knowing how to make.
It's a delicate balance: too much correcting kills enthusiasm and makes the person feel inadequate; too little leaves them without the guidance to improve and reach a result they can be proud of. Finding the sweet spot — correcting as much as needed, in the way that's needed, for the person who needs it — is one of the skills that set apart an artisan who knows how to make from one who also knows how to teach. And, like all skills, it sharpens with practice and a few clear principles.
Correct the action, not the person
The first rule is to separate what the person does from what the person is. 'The pressure's a bit too much here, try it like this' is feedback on the action. 'You're just not cut out for this' is a judgement on the person, and it never helps. Always focus on the concrete action and on what to do differently, not on talent or lack of it.
Three techniques that work
- Acknowledge what's working first: point out a genuine positive before suggesting the correction. It's not flattery, it's giving them a foothold of confidence.
- Show instead of only explaining: often a correction made with your hands, guiding the action once, is worth more than a long speech.
- Turn the mistake into something normal: 'almost everyone does this at the start, it's totally normal' (and it works even better if you've already learned to anticipate the most common mistakes) removes the sense of failure and unlocks the urge to try again.
The timing and the manner matter as much as the words
Even when you give feedback makes a difference. Stepping in too soon, before the person has even tried, robs them of the satisfaction of discovering it for themselves; stepping in too late, when the mistake is already beyond saving, is frustrating. The ideal moment is the one where a small adjustment can still change the result. And watch the context: a correction whispered at the bench is very different from one made in front of the whole group, which can be uncomfortable. The most effective feedback is discreet, timely and addressed to the individual.
Read the person in front of you
Not everyone wants the same kind of feedback. Some ask to be corrected in detail because they want to improve, and some are mainly there to relax and have fun. Observe and adapt: to those seeking a challenge you can give more precise guidance; for those looking to unwind, a word of encouragement (the same principle you use to handle mixed levels in the same group) and a few essential adjustments are enough. The right feedback is the one tuned to the person.
Domande frequenti
- How much should I correct in an experiential workshop?
- Just enough for the person to reach a result they're happy with, no more. The goal isn't to train a professional in two hours, but to let them feel the joy of making and take home something beautiful.
- How do I correct someone without making them feel incapable?
- Talk about the action and not the person, acknowledge what's going well first, and normalise the mistake ('almost everyone does this at the start'). Showing the movement with your hands is often more effective and less frustrating than a long explanation.
- And if a participant doesn't want to be corrected?
- Respect that: some people are there to relax, not to perfect their craft. Stick to the essential adjustments needed for the piece to turn out, and leave them the pleasure of doing it their own way.
- Should I give feedback even when everything's going well?
- Yes, and it counts just as much as corrections: pointing out aloud what a person is doing well encourages them and gives them confidence. A workshop where you only get corrections feels heavy; one where your progress is recognised too is far more rewarding. Positive feedback, sincere and specific, is just as powerful a tool as the corrective kind.
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