Learning how to Coach in English ("Brilliant Coaching", Day12), Feedback (2)

Hello everyone!

I am an executive coach supporting and encouraging people who work in companies or organizations.

While reading the book titled "Brilliant Coaching" by Julie Starr, I am describing some key points about coaching at work.

Today I will continue talking about "feedback" and let me deal with Part 2 in 'Constructive Feedback'.

Part 1: What do you mean by 'feedback'?
Part 2: How do we use 'feedback'?

Part 2: How do we use 'feedback'?

1. Preparation
(1) WHY

- Make sure that you prepare and focus on a positive outcome.

- You should ask you 'why do you want to give feedback and what are the messages you want to give?7

(2) WHAT

- Your emotional balance influence the person you are talking to, and will support them to receive the messages you are offering.

- Constructive feedback is given with a positive intention for the person receiving it.

- Evidence-based:
Own your own message, speak your own truth

- Objective not subjective:
Objective statements tend to be more neutral and factual, as they are more accurate and so more easily accepted. Subjective statements rely more on personal judgement and can more easily be rejected or refused.

(3) HOW

- As a coaching manager, you operate from a position of equality with the people you manage. So, it's important that this is a conversation between two adults, rather than a parent-to-child reprimand.

- It's best if actions or next steps are agreed in collaborations, rather than you simply instructing them as their manager. Helping someone else to decide will allow them to engage with what they feel is a good way forward that works for them.

2. Tips

(1) Comment on behavior, not personality

(2) Balanced message:
The manager has balanced the negative point with a positive acknowledgement while not detracting from the main message. We aim to acknowledge positive attributes and behaviors where it's appropriate.

3. Follow-up

(1) Soon after giving your feedback, you need to make sure the person you are talking with understand and is engaged with your feedback.

(2) Simple way to do this is to just ask 'How does this sound to you?' or ' What are your thoughts about this?' Creating dialogue (rather than a lecture) is a good way to maintain rapport and help your messages to be effective.

That's all for today. See you tomorrow!

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