What are actionable ways to improve feedback in coaching?

Coaching is a tool designed to help produce results! In the role of a coach, a partnership is developed in order to strengthen and expand skills in specific areas of performance. Effective “coaches” : -Establish a trusting relationship . -Listen more than talk. -Speak directly. -Value and model continuous learning. -Recognize their own limitations. -Make an effort not to overuse strengths. -Offer chances to take risks. -Remain curious rather than defensive. -Model accountability and ownership. -Meet others where they are and help them move forward. -Keep an optimistic attitude about people. When coaching, there are a few things to avoid: -Giving solutions -Judging -Assessing performance -Blaming and criticizing

I totally agree on the importance of timely feedback. I can relate specifically with experience in coaching and mentoring in an active workplace and on-the-job mentality. It’s sometimes difficult to find time when on the job training happens when your still applying training elements or programs. It’s important in these cases to document and reflect on this document prior and post on the job training. Highlighting in the moment to give clear examples of improvement or pathways forward.

To enhance feedback in coaching, prioritize clarity and specificity. Clearly articulate goals and expectations, ensuring they align with individual needs. Implement regular, timely, and constructive feedback sessions, fostering open communication. Utilize a mix of positive reinforcement and areas for improvement, emphasizing growth. Encourage self-reflection, empowering individuals to identify strengths and weaknesses. Foster a supportive environment that values diverse perspectives, promoting a 2-way feedback exchange. Incorporate goal-setting to drive continuous improvement, ensuring objectives are SMART. Lastly, employ active listening techniques to better understand & address unique coaching needs, tailoring feedback for maximum impact.

Begin understanding the feedback on performance results in performing coaching. Enable the relevant stakeholder in transmitting accurate and timely receipt of information, objective evaluation of the gap between the accepted standard and the actual outcome, pursuing the process of improvement, allowing supportive parties, and adopting necessary enablers in accomplishing a competitive advantage in the industry ensuring sustainability growth. Allow leaders to continuously develop and acquire competence and motivation, coaching individuals or a group of stakeholders how to possess skills , knowledge, attitude, and behavior in enhancing their effectiveness in operational planning and execution, and sustaining organizational business growth.

I actually think this is an outdated way of delivering feedback and is confusing and often feels condescending. There may be a way to deliver this and have it land the way you intend, but I think that’s more the exception than the rule. I more often utilize the Radical Candor method - care personally, challenge directly. It’s personal, authentic and clear.

Coaching feedback needs to be informal The work environment is changing....when you want feedback it needs to be on the terms of the employee/coaches. Many people will not be honest if the feedback is immediate and pressured. I work with a dynamic team and I interact with them and I make jokes asking about things coached and I find many will talk cos it seems we are laughing about the session but I am actually getting a true reflection good or bad.