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How can you ensure constructive criticism helps the mentee grow in a personal coaching program?

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Constructive criticism is an essential part of any personal coaching program, as it helps the mentee identify their strengths and areas for improvement, and guides them towards achieving their goals. However, giving and receiving constructive criticism can be challenging, as it involves balancing honesty, empathy, and respect. How can you ensure that your feedback is constructive and not destructive, and that it helps the mentee grow and learn from their mistakes? Here are some tips to follow in your personal coaching program.

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Joe Blackman MBE

LinkedIn Top Entrepreneurship Voice | Investor | Board Advisor
Ana Clara Paiva

Gerente de marketing | Estratégias de marketing | Lideran?a de equipe | Mentor | Palestrante | Tecnologia e Inova??o |…

1 Use the sandwich method

The sandwich method is a popular technique for giving constructive criticism, where you start and end with positive feedback, and insert the negative feedback in the middle. This way, you acknowledge the mentee's achievements and efforts, while also pointing out what they need to work on and how they can improve. The sandwich method helps the mentee feel valued and motivated, and reduces their defensiveness and resistance to change.

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Joe Blackman MBE

LinkedIn Top Entrepreneurship Voice | Investor | Board Advisor
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??The Good News Sandwich ?? Say something positive, give improvement points then end with something motivating and optimistic.

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2 Be specific and objective

When giving constructive criticism, it is important to be specific and objective, rather than vague and subjective. For example, instead of saying "You need to be more confident", say "You did a great job presenting the main points, but you could improve your eye contact and voice tone to convey more confidence". By being specific and objective, you provide clear and actionable feedback, and avoid personal attacks or judgments that can hurt the mentee's self-esteem and trust.

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Ana Clara Paiva

Gerente de marketing | Estratégias de marketing | Lideran?a de equipe | Mentor | Palestrante | Tecnologia e Inova??o | LinkedIn Top Voice
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Críticas construtivas s?o ferramentas valiosas para o desenvolvimento profissional e pessoal, mas a maneira como s?o apresentadas pode determinar sua eficácia. Ao fazer uma crítica, é essencial ser objetivo e específico. 1) Comece identificando o comportamento ou resultado específico que deseja abordar, evitando generaliza??es. 2) Em vez de dizer "você nunca faz isso bem", opte por "notei que nessa situa??o…”. Fornecer exemplos concretos ajuda a pessoa a compreender e corrigir o problema. 3) Além disso, equilibre feedbacks negativos com positivos e sempre tenha a inten??o de ajudar, n?o de atacar. Por fim, nunca fa?a uma crítica construtiva sem um plano de a??o para corrigir a falha!

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Joe Blackman MBE

LinkedIn Top Entrepreneurship Voice | Investor | Board Advisor
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??Never forget you are dealing with humans who have feelings! ??Offer solutions rather than criticism. ??Help people self assess, let them come to conclusions on their performance themselves.

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3 Focus on the behavior, not the person

Another key principle of constructive criticism is to focus on the behavior, not the person. This means that you should address the mentee's actions and outcomes, not their personality or character. For example, instead of saying "You are lazy and careless", say "You missed the deadline and made several errors in the report". By focusing on the behavior, not the person, you avoid labeling or blaming the mentee, and encourage them to take responsibility and change their behavior.

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4 Use the SBI model

The SBI model is a useful framework for giving constructive criticism, where you describe the situation, the behavior, and the impact of the behavior. For example, you could say "In the last team meeting, you interrupted several times and talked over others (situation and behavior). This made them feel frustrated and ignored, and disrupted the flow of the discussion (impact)". The SBI model helps you communicate the context, the facts, and the consequences of the behavior, and helps the mentee understand the effects of their actions on themselves and others.

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5 Ask for feedback

Finally, giving constructive criticism is not a one-way street. You should also ask for feedback from the mentee, and listen to their perspective and concerns. This shows that you respect and value their opinion, and that you are open to learning and improving yourself as a coach. Asking for feedback also creates a dialogue and a mutual understanding between you and the mentee, and helps you adjust your coaching style and approach to suit their needs and preferences.

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Ana Clara Paiva

Gerente de marketing | Estratégias de marketing | Lideran?a de equipe | Mentor | Palestrante | Tecnologia e Inova??o | LinkedIn Top Voice
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Pedir feedback após fornecer uma crítica construtiva é uma estratégia inteligente que evidencia empatia e desejo genuíno de compreens?o mútua. Isso n?o apenas valida o receptor da crítica, mas também abre espa?o para diálogo e clarifica??es. Ao concluir sua observa??o, algo como "Gostaria de saber como você se sente em rela??o a isso ou se há algo que eu possa ter percebido de forma incorreta" pode ser eficaz. Este convite para um retorno permite que ambas as partes estejam na mesma página, refor?a a colabora??o e reduz potenciais mal-entendidos ou ressentimentos.

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6 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?

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How can you ensure constructive criticism helps the mentee grow in a personal coaching program?

1

2

3

4

5

6

1 Use the sandwich method

2 Be specific and objective

3 Focus on the behavior, not the person

4 Use the SBI model

5 Ask for feedback

6 Here’s what else to consider

Mentoring

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How can you ensure constructive criticism helps the mentee grow in a personal coaching program?

1

2

3

4

5

6

1 Use the sandwich method

2 Be specific and objective

3 Focus on the behavior, not the person

4 Use the SBI model

5 Ask for feedback

6 Here’s what else to consider

Mentoring

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