Your team member is struggling with feedback. How can you help them grow during coaching sessions?
When coaching a team member struggling with feedback, the goal is to nurture their development while ensuring they feel supported. To achieve this:
- Frame feedback positively, focusing on growth and future improvement rather than past mistakes.
- Set clear, achievable goals to guide their progress and provide a sense of direction.
- Offer consistent, specific examples to help them understand and apply your guidance effectively.
What strategies have you found effective in coaching someone through feedback?
Your team member is struggling with feedback. How can you help them grow during coaching sessions?
When coaching a team member struggling with feedback, the goal is to nurture their development while ensuring they feel supported. To achieve this:
- Frame feedback positively, focusing on growth and future improvement rather than past mistakes.
- Set clear, achievable goals to guide their progress and provide a sense of direction.
- Offer consistent, specific examples to help them understand and apply your guidance effectively.
What strategies have you found effective in coaching someone through feedback?
-
Setting clear, achievable goals is essential for progress. I like to use the SMART goal framework (Specific, Measurable, Achievable, Relevant, Time-bound) to ensure that goals are well-defined and motivating.
-
1?? Frame Feedback Positively: Emphasize growth and future improvement rather than dwelling on past mistakes. 2?? Set Clear Goals: Establish specific, achievable goals to guide their progress and provide a sense of direction. 3?? Provide Specific Examples: Use consistent, concrete examples to help them understand and apply your guidance effectively.
-
é essencial que a pessoa se sinta à vontade para ser vulnerável e discutir suas dificuldades. Como coach, demonstre empatia, interesse genuíno e escuta ativa. Quando há confian?a, o feedback é recebido com mais abertura, pois a pessoa entende que o objetivo é o seu crescimento e n?o julgamento.
-
- Help them understand the feedback by breaking it down together. - Show how the feedback is an opportunity for growth, not criticism. - Guide them in setting small, achievable goals to improve based on the feedback. - Encourage self-reflection. - Provide ongoing support. - Share examples of your own experiences handling feedback to make the process relatable.
-
Trust is usually formed by sharing feedback candidly and consistently, in a safe manner. One technique is to ask the team member for an assessment on an initiative or task - what went well, what would we do differently next time, etc. Acknowledging their assessment and confirming what went well is a great start. So is identifying areas that went well that they missed. Then, ask if they wouldn't mind some suggestions. If trust is built, hopefully the suggestions are well received and then the leaders can ask how those suggestions sound. Then next steps can be agreed upon and the leader can provide a commitment to offer ongoing feedback on the one or two suggestions. It takes practice but hopefully this improves the feedback loop.
更多相关阅读内容
-
Executive CoachingHow can you give feedback that focuses on the issue, not the person?
-
Leadership DevelopmentWhat are some effective ways for mentors to give back to their mentees?
-
Change ManagementHow can you help your mentee develop a growth mindset in change leadership mentoring?
-
Constructive FeedbackHow do you ask for feedback from mentors, clients, and stakeholders?