登录查看更多内容

What are the most effective ways to provide feedback during a coaching or mentoring session?

由人工智能和领英社区提供技术支持

Feedback is a crucial component of any coaching or mentoring relationship, as it helps the coachee or mentee to improve their skills, performance, and confidence. However, not all feedback is equally effective, and some feedback can even be harmful or demotivating. In this article, you will learn some of the most effective ways to provide feedback during a coaching or mentoring session, based on research and best practices.

此文章中的业界达人

由社区从 6 条内容中精选。了解更多

Dr. Praveen Purohit

CHRO | Ph.D | Coach | Mentor | InspiringMinds
Tapas Dasmohapatra

Leadership Coach, Keynote Speaker Psychologist, Co-Founder POSSIBLERS

1 Set clear goals

Before you give any feedback, you need to establish the goals and expectations of the coaching or mentoring session. What are the specific outcomes that you and your coachee or mentee want to achieve? How will you measure and evaluate their progress? How often and how much feedback will you provide? By setting clear and realistic goals, you can ensure that your feedback is relevant, aligned, and constructive.

添加您的观点

Dra. Johanna Rakaseder Coach ACC

Coach ACC | Máster PNL | Language Coach | Fundadora de Rekonektar: Coaching para el Crecimiento Personal y Profesional Reconéctate contigo mismo y vive en coherencia con lo que realmente quieres.
举报内容
?Muy acertado! Establecer objetivos y expectativas claras antes de cualquier sesión de coaching o mentoría es esencial. Definir resultados específicos, métodos de evaluación y la frecuencia de la retroalimentación garantiza que los comentarios sean siempre relevantes y constructivos. Este enfoque meticuloso no solo alinea las expectativas, sino que también maximiza el impacto del coaching, promoviendo un crecimiento efectivo y enfocado.

已翻译

赞

2 Use the SBI model

One of the most widely used and recommended models for giving feedback is the SBI model, which stands for Situation, Behavior, and Impact. The SBI model helps you to structure your feedback in a clear and objective way, focusing on the facts and the consequences of the coachee's or mentee's actions. For example, you could say: "In the last meeting, you presented your project proposal very confidently and persuasively (situation). You used data and examples to support your points, and you answered the questions effectively (behavior). As a result, you gained the approval and trust of the stakeholders, and you demonstrated your leadership potential (impact)."

添加您的观点

Dr. Praveen Purohit

CHRO | Ph.D | Coach | Mentor | InspiringMinds
举报内容
To my mind having regular / periodic “dialogue “ in first place is key to gain respect for process and leadership. While we have seen globally we have come long way in maturity of processes with advent of technology but still the personal touch of physical engagement plays pivotal role in fostering deep rapport. SBI model is good concept and appreciate the thinking. It’s all about helping people grow is fundamental to any initiative in my mind.

已翻译

赞
Tapas Dasmohapatra

Leadership Coach, Keynote Speaker Psychologist, Co-Founder POSSIBLERS
举报内容
The golden rule to ensure the success of feeback process is to 'CONNECT first, correct later'. Usually when you correct someone you take a 'one up' position which says 'I am right and you are wrong.' The reciever either becomes defensive or resistant and feedback process fails. When you CONNECT first, you operate from 'We are equal, we both are right in our respective ways'. You dont take 'One Up' position, you dont make the other person feel 'One Down'. CONNECT makes the reciever valued and? respected. It indicates that you are here to make him or her BETTER not BITTER. Connecting first makes the feedback process great & graceful. So, CONNECT first and correct later, because feedback without respect and care is criticism.

已翻译

赞
Manoj R. Thakkar

Chairman and Board Member @ IIMT Studies Ltd., UK | Strategic Business Management
举报内容
People like comparison. If I am compared with my own past performance, then and now, I instantly realise what mistakes I have made and what are the improvement area I should focus on. That's one of the best way to give the feedback during the coaching or mentoring session. It might require some exercises performed, but that's not too time consuming.

已翻译

赞

3 Be positive and specific

Another key principle of effective feedback is to be positive and specific. Positive feedback means that you acknowledge and appreciate the strengths and achievements of your coachee or mentee, and that you encourage them to continue and build on them. Specific feedback means that you give concrete and detailed examples of what they did well and what they can improve, rather than vague or general statements. For example, instead of saying: "You did a great job on the report", you could say: "You did a great job on the report, especially on the introduction, where you clearly defined the problem and the objectives."

添加您的观点

4 Ask open-ended questions

Feedback should not be a one-way communication, but a dialogue that engages and empowers your coachee or mentee. One of the best ways to do that is to ask open-ended questions that invite them to reflect, share, and learn from their own experience. Open-ended questions are questions that cannot be answered with a simple yes or no, but require more explanation and analysis. For example, you could ask: "What did you learn from this project? How did you overcome the challenges? What would you do differently next time?"

添加您的观点

5 Balance feedback and feedforward

Feedback is not only about looking back at what happened, but also about looking forward to what can happen. That is why you should balance your feedback with feedforward, which is a term coined by Marshall Goldsmith, a renowned executive coach. Feedforward means that you offer suggestions and ideas for the future, rather than criticism or judgment for the past. Feedforward helps your coachee or mentee to focus on the positive and the possible, rather than the negative and the fixed. For example, you could say: "For your next presentation, you could try to use more visuals and stories to engage the audience."

添加您的观点

Casey Watkins, PhD, CSCS, CPSS

Assistant Teaching Professor, Strength and Conditioning Coach and Consultant
举报内容
The more information you can provide on how their behavior fits into the whole system, the more they'll learn how to problem-solve past mistakes because it's relatable to information they already have. Therefore, it's easier to make those connections of what to change. Akin to the whole - part - whole method of learning as a kid, we create these cause and effect road maps. Relating feedback to previous knowledge and future actions can help cement learnings more quickly. This is the bigger picture, goal, mission. Provides an opportunity to have an open discussion about work - ons, and then suggestions for addressing specific areas.

已翻译

赞

6 Follow up and follow through

The last but not least effective way to provide feedback during a coaching or mentoring session is to follow up and follow through. Follow up means that you check in with your coachee or mentee after the session, to see how they are doing, to offer support and guidance, and to celebrate their successes. Follow through means that you hold them accountable for their actions and commitments, and that you monitor and review their progress and results. By following up and following through, you can ensure that your feedback is not forgotten or ignored, but acted upon and implemented.

添加您的观点

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?

添加您的观点

加载更多内容

Management

+ 关注

给文章评分

我们借助人工智能创建了此文章。您认为这篇文章怎么样？

很棒不太好

举报此文章

查看全部

What are the most effective ways to provide feedback during a coaching or mentoring session?

1

2

3

4

5

6

7

1 Set clear goals

2 Use the SBI model

3 Be positive and specific

4 Ask open-ended questions

5 Balance feedback and feedforward

6 Follow up and follow through

7 Here’s what else to consider

Management

给文章评分

感谢您的反馈

更多Management相关文章

更多相关阅读内容

What are the most effective ways to provide feedback during a coaching or mentoring session?

1

2

3

4

5

6

7

1 Set clear goals

2 Use the SBI model

3 Be positive and specific

4 Ask open-ended questions

5 Balance feedback and feedforward

6 Follow up and follow through

7 Here’s what else to consider

Management

给文章评分

感谢您的反馈

查看其他技能