What are the best ways to give feedback that helps clients develop mindfulness and presence skills?

Mindfulness involves being fully present and engaged in the current moment, acknowledging thoughts and feelings without judgment. Presence skills refer to the ability to be fully attentive and focused on the task or interaction at hand. Together, they cultivate heightened awareness and a centered state of being. These skills can be cultivated with meditation, breathing exercises, vipasana, self- awareness practices.

Developing mindfulness and presence requires two tools: - First would be delivering feedback around the impact of being in the moment. for example ( the positive impact on the situation, person, environment ) and then requesting more of that presence as it generated positive outcome. - Second, What I believe is there is a tool is as powerful as feedback , which is reflection, during coaching executives, there is a good opportunity where the coach can help executives reflect on times when they have been fully present in the moment or practiced mindfulness and how that helped/ served them. aswell coach can help them reflect about times when they were not present and how negative was the impact.

Your mental wellbeing can be trained. The most effective way to train your mind is through meditation. Think of meditation as sport for the mind. Meditation = mental training with the aim of familiarizing yourself with specific mental processes for mental well-being. Mindfulness Training is the training of your quality of attention, your awareness of this attention, and where it takes place (including your awareness, meta-awareness & Interoception). The best way to acquire deep skills in mindfulness is - working with a dedicated coach - participating in yearly silent meditation retreats - establishing a daily practice

?? Be Specific: Offer clear, actionable advice for mindfulness practices. ?? Positive Reinforcement: Highlight their progress and efforts in practicing mindfulness. ??? Non-Judgmental Language: Use neutral words to maintain a non-judgmental tone. ? Reflective Questions: Ask how they felt during practice to foster self-awareness. ?? Process Over Results: Emphasize the journey of mindfulness, not just outcomes. ?? Personalize: Tailor feedback to their unique experiences and challenges. ?? Consistency Reminder: Stress the importance of regular mindfulness practice. ?? Provide Resources: Share helpful tools like guided meditations or reading materials.

Fully integrated body, mind and soul solutions create optimal mindfulness and presence skills. Partial solutions which are not fully integrated create average to less than average performance and results. The Ready to Process is a fully integrated practice and approach that makes your team perform at a higher level than they are currently on. Let's talk about how you can get started enhancing the productivity of your key employees and teams today!

Mindfulness and presence skills enhance the quality of feedback by fostering a deep connection between the giver and receiver. When individuals are present and mindful, they are better able to absorb and process feedback without reacting defensively. These skills also contribute to improved self-awareness, emotional regulation, and the capacity to make intentional choices, all of which are essential for personal and professional development.

Feedback should be based on sensory data (what you heard, what you saw, etc.) that are more objective and closer to how things actually happen. Personal opinions and interpretations only hinder the purity of feedback and disorient people from what they actually do, to some other person’s point of view, values, and model and understanding of the world. Also, feedback should be stated in a positive way with some room for improvement. You can state first “what went well” so that you validate the other person’s effort, and then suggest what to do so as to “do better” the next time in a similar occasion. This way, you will notice that people are more engaged, closer to their truth, and more willing to receive and integrate the given feedback.

Mindfulness and presence skills are important for feedback because they enable individuals to engage in the feedback process with openness, curiosity, and non-judgment.

I agree that developmental feedback should be balance with some positive feedback, I would however strongly advice that level 3 positive feedback should be given on its own as otherwise it will be dismissed by the brain as the brain usually focus much stronger in negative feedback. Let’s ya e in mind that positive feedback can sometimes be even more powerful than negative or developmental feedback and therefore we should take our time for it.

When providing feedback to foster mindfulness and presence skills, it's essential to focus on constructive guidance that encourages self-awareness and growth. One feedback approach is feedforward, which concentrates on future-oriented, constructive guidance to help individuals improve their performance and develop their skills. Feedforward looks ahead and suggests ways for individuals to enhance their future performance.

In my experience, setting the stage for feedback is critical to the outcome of the conversation. 1. Ways feedback can be provided (at the beginning-middle-or end) is something that can be clarified at the start. 2. Establishing trust by reassuring our intent, authentically. 3. Embodying mindfulness and presence skills ourselves (meaning no defensive responses, waiting for the person to finish saying/speaking their mind and holding best intent for the other) is important. 4. Confirming confidentiality and keeping the vault closed, are important. Not just during the conversation, but even after the feedback has been shared, it is important to stay true in the relationship and not share private conversations with colleagues/stakeholders.

Use constructive feedback system which might promote more understanding. Negative feedback too can be used for positive change. Every client is different and every feedback is unique. Collective points, if adopted will prove to strengthen the organisations' success.

Giving feedback that fosters mindfulness and presence skills involves several key principles: Create a safe and supportive environment: Start by establishing a safe and non-judgmental space where individuals feel comfortable receiving feedback. Emphasize that the goal is growth and development rather than criticism or evaluation.

When helping clients practice mindfulness and presence, give them specific, constructive criticism while presenting it as a chance for improvement. Promote introspection and draw attention to your strengths. Keep an open mind and consider feedback for improving mindfulness as a tool for personal growth. Have a productive conversation while looking for doable solutions to problems. Through the cultivation of a positive and growth-oriented feedback loop, individuals and clients can proficiently develop their skills in mindfulness and presence.

To receive feedback that fosters mindfulness and presence skills, stay open, listen actively, practice mindfulness techniques, reflect before responding, and ask clarifying questions.

"Between stimulus and response, there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom." This quote emphasizes the importance of recognizing the gap between an external event (stimulus) and how we react to it (response). If we train mindfulness we establish brief pauses. We widen the freedom to choose how we respond, which can lead to personal growth and the exercise of our freedom. This training is essential for becoming a better listener and giving feedback that is valuable.

I think that most of humanity needs a radical shift in daily routine, breathing, and eating habits. This can radically affect relations and relationships. Now, we already understand that belief is a constant thought. What we really need is to understand the effect of our non-active presence, and only then will we be able to manage our impact on the world. I think that seeking feedback as verbal interaction with our environment isn't the best practice to exercise, but it would make much more sense if you learn your effect on the environment. We manipulate our reality using words, and rarely we are aware of our starting position. Therefore, being present means being aware of own impact in sense of action and in its absence.

How to train your mind: To better understand how you can train your mind, you need to understand the different styles of meditation. Looking at meditation from a neuro-scientific and advanced meditator's point of view, you can train three different styles of meditation: 1. Awareness is the training of your quality of attention, your awareness of this attention, and where it takes place (including your awareness, meta-awareness & Interoception) 2. Cultivation is the training of your ability to connect with yourself and others (including your empathy, compassion & emotional regulation). 3. Self-Reflection is the training of your capacity to understand how to make sense of your and other people’s perceptions of mind.

Developing mindfulness and presence requires two tools: - First would be delivering feedback around the impact of being in the moment. for example ( the positive impact on the situation, person, environment ) and then requesting more of that presence as it generated positive outcome. - Second, What I believe is there is a tool is as powerful as feedback , which is reflection, during coaching executives, there is a good opportunity where the coach can help executives reflect on times when they have been fully present in the moment or practiced mindfulness and how that helped/ served them. aswell coach can help them reflect about times when they were not present and how negative was the impact.

Consider incorporating periodic self-assessments into your routine. Take time to reflect on your own mindfulness and presence, identifying strengths and areas for improvement. It is a proactive approach that allows for continuous self-awareness and personal growth, often overlooked in pursuing external feedback.

Model mindfulness & presence yourself. Demonstrate it in your interactions with the client. This not only shows authenticity but also provides them with a live example to learn from. As well as that, customise feedback to fit the individual’s unique experiences, challenges, and progress in developing mindfulness & presence skills.

To encourage mindfulness and presence in feedback, always allow space to engage in a self-reflection. This fosters one’s ability to focus and engage with their self-awareness and understanding of the self thought patterns. This is where the client will share what went wrong and what went good for them.