Here's how you can effectively give feedback and coach employees as a leader.

Building trust is fundamental when it comes to giving feedback. Without trust, it's difficult to lay the groundwork for open, honest communication, ensuring that feedback is received in the spirit it's intended - as a tool for growth and improvement, not criticism. Establishing trust means your employees feel safe to be vulnerable, to discuss their challenges and weaknesses without fear of judgment. It's about creating a partnership where feedback is a two-way street. When employees trust that your feedback comes from a place of genuine desire to see them succeed, they're more likely to engage with the process, take constructive action, and ultimately achieve their goals.

Trust is paramount in giving feedback effectively, regardless of the context. Trust forms the bedrock upon which constructive feedback can be received and acted upon. When individuals trust their manager or coach, they're more likely to engage openly, without fear of judgment or reprisal. This creates an environment where feedback is seen as a tool for growth rather than criticism. I once had a client who initially seemed guarded. To build trust, I demonstrated integrity by maintaining confidentiality and being transparent. I kept my promises, ensuring that our sessions were a safe space. Additionally, I showed genuine interest in their well-being by actively listening, empathizing, and providing support beyond our coaching sessions.

The QNI model helps provide objective and impactful feedback. 1. Quote: Briefly state what was said or describe the observed behavior. 2. Name: Identify the skill or behavior observed. 3. Impact: Explain the consequences, both positive and negative.

By having an open conversation you can get to the root of the problem. You can ask questions, but also paraphrase to verify your understanding and summarizing to make sure you covered all points. This will help enhance the trust between you and the employee, as well as build rapport and understanding.

I've been in my profession and this industry for over 30 years. I attended a leadership training program with several of my colleagues early on in my career and received a very impactful piece of feedback which I still use today. Previously, my style of coaching/leadership was to allow my folks to learn through their own experiences and then debrief with them on their takeaways for future lessons. Interestingly, my colleagues informed me they would rather I inform them of the "landmines" I knew to be there prior to them engaging in an activity or project rather than let them hit it to learn a lesson. Since that time, my coaching/leadership style has been to have a "pre-action" meeting to identify possible challenges and resources needed.

Continue to have regular check-ins to ensure they are staying on track and that they have the resources needed to continue to be successful. Feedback is not one and done, it is an ongoing process.

Recognizing and celebrating success is an often overlooked component of effective coaching and team management. In the hustle of reaching goals and overcoming challenges, pausing to recognize achievements can sometimes fall by the wayside. However, acknowledging successes, big or small, is vital for reinforcing positive behaviors and building a culture of appreciation and motivation. It not only boosts morale but also reminds team members that their efforts are valued and impactful. Taking the time to celebrate success is not just about acknowledging past achievements; it's about fueling the drive and enthusiasm for future endeavors.