What do you do if your feedback in career development coaching is causing more harm than good?

So, don’t forget to flip the script every now and then and ask for feedback on your feedback. Chat with the person you're coaching and see how they're feeling about the advice you've been giving. Are they digging it? Do they have ideas on how it could be even better? This chat can open your eyes to how your words are landing. And don’t stop there—reach out to your colleagues or mentors too. Sometimes, a fresh pair of eyes, or in this case, ears, can spot things you've missed. It's all about getting that 360-view on your approach to make sure you're hitting the mark just right.

If feedback in career development coaching is causing more harm than good, it's essential to address the issue promptly and constructively. Check assumptions you might be making to increase the amount and the impact of the feedback. Is your feedback general instead of specific and actionable? Is given real-time? Help people see their strengths in action - I see you at your best when.... Bring frequent feedback questions to conversations: What is the most helpful thing I did for you today? What could I do differently between now and xx date, that you would find most useful?

Demonstrate by examples and personalized stories/experiences. Show your true intent to help them out as you have been in there shoes and suffered the same. Check twice that are you having an enough bond to suggest and share feedback.

Si tu retroalimentación en el coaching de desarrollo profesional está causando más da?o que bien: Reevalúa tu enfoque y tono de retroalimentación. Ajusta tu comunicación para ser más constructivo y empático. Ofrece soluciones y apoyo para ayudar al individuo a mejorar. Considera la posibilidad de obtener formación adicional en coaching y retroalimentación.

It is extremely important to sit back and analyze how your words, actions or inactions may have contributed to a negative outcome. Speaking with a more experienced coach helps. Also, constantly updating ourselves with industry best practices is important for a wholesome evaluation.

So, when it comes to giving feedback and coaching, it's really about tailoring your approach to fit the person you're working with. everyone's different. Some folks might really appreciate straightforward. But then, there are those who might need you to be a bit more gentle with your words. It's all about getting a feel for what works best for the individual.And, you know, it's super important to not just focus on what needs fixing. Highlighting the positives isn't just about making someone feel good; it actually boosts their confidence and keeps them motivated. It's like balancing the scales between what's working and what could use a little work.

Setting goals together is key. But not just any goals – I'm talking about the kind that are clear, within reach, and make sense for where they're at and where they want to go. We call these SMART goals: Specific, Measurable, Achievable, Relevant, and Time-bound. It's like plotting a course on a map; it gives you both a clear direction to head in and a way to measure progress along the journey.

In addition to the strategies mentioned, sonething I found very useful is to work with a Supervisor that could be key to help you in the sizing of the situation as external neutral expert. Also beneficial is the collaboration with other Professionals: Consider collaborating with other therapists, to be highly equipped to address the emotional or psychological aspects of your client’s challenges. This multidisciplinary approach can provide holistic support and guidance for your client’s development.

Consider the person you are coaching. Are they ready to hear and implement feedback? Are they taking feedback as a negative reflection of their work instead of understanding that feedback is the catalyst for growth. When receiving feedback, our brain’s threat system can activate, leading to defensiveness. Feedback is... Data for our development. Insight to help us improve and how we increase our self-awareness. Allow them time to process feedback and reflect on emotions triggered. Consider the person's motives and intentions with their coaching. Remind them that feedback doesn’t define their worth.