An executive questions the feedback in coaching. How do you navigate this challenging situation?
When an executive questions the feedback during coaching, it’s crucial to address their concerns while reinforcing the value of the process. Here's how to steer the conversation:
- Validate their perspective by acknowledging their feelings and experience before delving into specifics.
- Use concrete examples and data to illustrate the benefits of the feedback, making it relevant to their goals.
- Encourage a growth mindset by framing feedback as an opportunity for professional development and success.
How have you approached feedback skepticism in your coaching experiences?
An executive questions the feedback in coaching. How do you navigate this challenging situation?
When an executive questions the feedback during coaching, it’s crucial to address their concerns while reinforcing the value of the process. Here's how to steer the conversation:
- Validate their perspective by acknowledging their feelings and experience before delving into specifics.
- Use concrete examples and data to illustrate the benefits of the feedback, making it relevant to their goals.
- Encourage a growth mindset by framing feedback as an opportunity for professional development and success.
How have you approached feedback skepticism in your coaching experiences?
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This presents a valuable opportunity for reflection and growth! First, acknowledge the executive's feelings and concerns by showing a genuine interest in understanding their perspective. Evaluate how your feedback is being perceived or accepted by the executive. Is there any thing that could have developed a trust issue or communication breakdown? Approach the situation with a learners mindset with empathy, open-mindedness, and a willingness to learn. You need to determine the source of 'why' this feedback is not being received? How/when you had given the feedback in the first place? You can actually turn this potential challenge into an opportunity for growth and strengthen your relationship with the executive.
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A great leader embodies curiosity and compassion. If an executive disagrees with feedback, adopt a “seek to understand” approach. Ask open-ended, thoughtful questions to explore the reasons for their disagreement. Is their concern rooted in the content of the feedback, the way it was delivered, or perhaps additional information that may have been overlooked? The goal is to ensure they feel heard, respected, and fully understood.
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When an executive questions feedback, start by empathizing with their concerns and clarifying the purpose of the feedback as a growth tool, not criticism. Use specific data or examples to support the feedback, ensuring it's objective and actionable. Engage them by exploring their perspective: “How does this resonate with your experience?” Link the feedback to their goals, showing how addressing it can enhance their effectiveness or leadership impact. Collaboratively define actionable steps, and follow up to track progress, celebrating improvements. This approach fosters trust, shifts skepticism into curiosity, and reinforces the value of feedback for personal and professional growth.
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Generally speaking, one would definitely acknowledge and validate the executive's feelings or questions and corroborate with an evidence-based response. But the more important aspect here is to gently guide the executive (client in question) to self-identify the parts of the feedback they are being most sensitive to. Chances are, that that represents some unresolved trauma trigger or pattern in them... which can actually open up the doors for a deeper conversation and resolution if they are willing to go the mile... Usually resistance to feedback is less of an ego matter and more of an unresolved trigger emanating from the shadow self.
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I would do the following as a Coach in situations as this. - Respecting the challenge firstly. - Mine the mind with more questions. - Listen intently and fully for long responses. - Pause and think. This is powerful. - Go the situational route. Offer varied perspectives in questioning. - Take the reflection step now. Allow the challenge to slowly convert into solution. - Time out. - Continue the Conversation. - Acknowledge the Challenge, thinking and likely solution route. - Repeat the steps. - Validate - Seek further feedback - Close with action points and acknowledge the intensity, involvement and the steps ahead
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