Feedback Leads to Fidelity

Fidelity – The degree to which a system accurately reproduces an input. (WordHippo.com). 

In schools, fidelity means more than following a script. It’s about ensuring consistency in skills, routines, and content across year levels, so students experience a seamless learning journey. 

And here’s the truth: fidelity doesn’t come from the data at the end of term. It’s built during the term—through observation and feedback that grows teacher capacity in real time. 

This week, as part of our Observation and Reflection program for middle leaders, I had the privilege of watching leadership in action. Over three days, five middle leaders observed five educators and delivered feedback that strengthened both teaching practice and program fidelity. What I witnessed was a masterclass in leadership development, teacher growth, and system alignment. 

Here's what stood out: 

The Leaders

• Created a safe, respectful space for observation and dialogue.

• Tuned into body language and listened with intent.

• Asked deeper questions to promote deeper thinking.

• Balanced commendations with thoughtful, practical recommendations.

• Embraced my feedback with humility and eagerness to level up.

The Teachers (Observees)

• Welcomed observation as a growth opportunity, not a judgement.

• Focused on improvement and learning.

• Engaged meaningfully with the feedback they received.

• Reflected deeply on their practice and made immediate shifts.

The Process

• Used a three-tier model (Silver, Gold, Platinum) to cater to all levels of feedback confidence and readiness.

• Delivered powerful impact in a short amount of time.

• Strengthened relationships and trust across the board.

• Captured proven strategies that lift program fidelity.

Fidelity in Action

Across the classrooms, I saw alignment come to life:

• Implementation of the 8-Step Transition Model.

• Clear instructions delivered after full attention was gained.

• The effective use of “pop sticks” (Teach Well).

• A creative adaption using a “clicker” to boost engagement.

It’s the 1%ers—those small, intentional tweaks—that raise the standard. That’s the difference between stagnation and progress.

Three Questions Worth Asking

1. Are you using an Observation and Feedback process that builds fidelity without stifling leadership personality?

2. Is it simple to understand and easy to implement?

3. Does it make a real impact on teaching and learning?

If you answered no to any of the above, let’s chat. I’d love to show you what’s possible when feedback fuels fidelity—and fidelity drives improvement.