How do you incorporate feedback and evaluation in your coaching contract?

1 Define the purpose and scope of feedback and evaluation

Before you start your coaching contract, you need to clarify with your coachee what is the purpose and scope of feedback and evaluation in your coaching relationship. For example, you can discuss how feedback and evaluation will help you both achieve the desired outcomes, what kind of feedback and evaluation methods you will use, how often and when you will exchange feedback and evaluation, and how you will handle any disagreements or issues that may arise from feedback and evaluation. By defining the purpose and scope of feedback and evaluation upfront, you can set clear expectations, avoid confusion, and establish trust and rapport with your coachee.

2 Choose appropriate feedback and evaluation methods

Depending on the nature and goals of your coaching contract, you may need to use different feedback and evaluation methods to assess the progress and impact of your coaching. For example, you can use self-assessment tools, such as questionnaires, surveys, or journals, to help your coachee reflect on their learning and development. You can also use external assessment tools, such as tests, observations, or interviews, to gather feedback and evaluation from other sources, such as managers, peers, or customers. You can also use informal feedback and evaluation methods, such as verbal or written comments, to provide ongoing support and encouragement to your coachee. Whatever feedback and evaluation methods you choose, make sure they are relevant, reliable, valid, and timely, and that they align with the goals and expectations of your coaching contract.

3 Provide constructive and balanced feedback and evaluation

One of the most important skills of a coach is to provide constructive and balanced feedback and evaluation to your coachee. Constructive feedback and evaluation are not only positive or negative, but also specific, actionable, and supportive. They help your coachee understand what they are doing well, what they need to improve, and how they can achieve their goals. Balanced feedback and evaluation are not only focused on the results, but also on the process, the behaviors, and the attitudes of your coachee. They help your coachee recognize their strengths and weaknesses, and appreciate their efforts and achievements. To provide constructive and balanced feedback and evaluation, you need to use clear and respectful language, listen actively and empathically, ask open-ended and probing questions, and acknowledge and celebrate successes.

4 Solicit and receive feedback and evaluation

As a coach, you also need to solicit and receive feedback and evaluation from your coachee and other stakeholders, such as sponsors or managers, to improve your own coaching practice and performance. Soliciting feedback and evaluation means that you actively seek out opinions and suggestions from others on how you can enhance your coaching skills, methods, and outcomes. Receiving feedback and evaluation means that you accept and appreciate the input from others, even if it is critical or challenging, and that you use it to learn and grow as a coach. To solicit and receive feedback and evaluation, you need to be open-minded and curious, express gratitude and appreciation, avoid defensiveness or justification, and act on the feedback and evaluation you receive.

5 Review and revise your coaching contract

Feedback and evaluation are not only useful at the end of your coaching contract, but also throughout the coaching process. They help you and your coachee monitor and adjust your coaching contract as needed, based on the feedback and evaluation results. For example, you may need to review and revise your coaching contract if you or your coachee experience changes in the goals, expectations, or circumstances of the coaching relationship, or if you or your coachee encounter challenges or difficulties that require additional support or intervention. By reviewing and revising your coaching contract regularly, you can ensure that your coaching contract remains relevant, realistic, and responsive to the needs and preferences of you and your coachee.

6 Use feedback and evaluation to enhance your coaching relationship

Finally, feedback and evaluation are not only tools to measure and improve your coaching outcomes, but also opportunities to enhance your coaching relationship with your coachee. Feedback and evaluation can help you build trust, rapport, and mutual respect with your coachee, as well as foster a culture of learning, growth, and collaboration. Feedback and evaluation can also help you create a positive and supportive environment for your coachee, where they feel valued, motivated, and empowered to achieve their goals. By using feedback and evaluation to enhance your coaching relationship, you can increase the satisfaction, engagement, and retention of your coachee, as well as the impact and value of your coaching.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?