Here's how you can maximize the advantages of seeking feedback from multiple sources in executive coaching.

Notre métier de coach est centré sur l'art de questionner, c'est donc pour chercher à comprendre et approfondir ? Il m'arrive souvent de terminer mes commentaires sur des posts ou sur mes posts personnels par des questions, ce pour plusieurs raisons : - c'est un réflexe naturel pour le coach professionnel que je suis, - c'est une proposition d'un regard nouveau qui incite à prendre du recul, de la hauteur, - c'est une fa?on de solliciter la réflexion de mes lecteurs ! En synthèse je m'intéresse autant que possible à deux types de personnes : l'auteur de l'article, le lecteur de l'article et des réactions !

eeking feedback from various sources, such as peers, subordinates, and supervisors, provides a comprehensive view of an executive's performance. This diversity in feedback helps identify blind spots and areas for improvement that a single source might miss. For instance, while coaching an executive in a large organization, I encouraged them to gather feedback from their team members, other department heads, and their direct supervisor. This 360-degree feedback approach revealed differing perceptions of their leadership style and communication effectiveness, which was crucial for their development. I also took permission to observe my Coachee (being a fly on the wall) in his regular meeting with his team.

Un coach de dirigeant est un coach professionnel qui a comme objectifs dans son accompagnement : - apporter de la clarification par du questionnement destiné à "pousser" le client à approfondir la question ou le problème ! - aider le client à trouver ses propres solutions et à les valider ensemble, - déterminer avec le manager ou dirigeant quel sera son plan d'action, en phase avec sa stratégie, et aussi avec ses priorités, - vérifier que le client est en sérénité avec ses propres choix. Tout ceci se fait avec une double approche : - poser des questions impliquantes, - reformuler de fa?on pertinente !

For any feedback to be impactful, the executive needs to be open minded and actually curious about the opinions of others. Not all feedback will come across as constructive but that doesn’t mean it’s not important to hear. Listening to the prospective of a wide range of people is the best way to get a complete picture. The next step is to decide what of the feedback provided is actionable. The rest can be shelved or ignored. There’s little value in worrying about feedback that isn’t actionable.

When I think about maximizing the benefits of feedback in “Executive Spiritual Coaching”, I realize it's not just about integrating insights but also about seeking a “Deeper” understanding of oneself. Balancing feedback requires me to reflect on how it aligns with my “Core Values” and “Spiritual Path”. By doing this, you can prioritize feedback that not only helps you achieve your goals but also enriches your soul. This approach fosters a “Holistic Growth Journey”, where "Professional Success and Spiritual Fulfillment” go hand in hand :)

Integrating feedback from multiple sources requires balance. It’s important to weigh the feedback carefully, considering its relevance and the context in which it was given, and to integrate it into a coherent action plan. E.g., -- an executive I coached received conflicting feedback regarding their decision-making style. Some saw it as decisive, while others perceived it as too abrupt. We worked on balancing these perspectives by refining their decision-making process to be both inclusive and efficient, leading to improved team dynamics and better overall performance.

To effectively translate feedback into actionable plans, follow these nuanced steps: Analyze feedback: Thoroughly review feedback, identifying areas for improvement and recognizing patterns in the input. Prioritize concerns: Determine the most pressing issues and those with the greatest potential impact for prioritized intervention. Develop SMART goals: Craft specific, measurable, achievable, relevant, and time-bound goals that directly address the improvement areas. Map out a plan: Formulate a detailed roadmap outlining action steps, resources, and timelines, ensuring clarity and accountability. Communicate changes: Share your plans and goals with relevant stakeholders, fostering transparency and collaborative support.

Je me permets d'insister sur le r?le du coach professionnel de booster de mise en action de son client ! Avec un feedback donné de fa?on intelligente et offerte pour appuyer une clarification active, le coach permet à son client d'établir sa feuille de route de fa?on personnalisée étoffée par des marqueurs d'étapes, des indicateurs de résultats et tout autre forme de retours y compris sur le ressenti, l'émotionnel.