How can you give actionable and specific feedback in the mentor-coach feedback loop?

In a traditional mentor-coach feedback loop, the mentor & coach are typically separate individuals. The mentor provides experience-based guidance, shares industry knowledge and best practices, while the Coach assists with goal setting, strategy development and actionable steps for achieving desired outcomes. However, due to limited resource or personal choice of the Client an individual with broad experience & strong coaching skills might take on both roles. Where the key elements would be giving feedback from both aspects, processing & reflecting by the Client & applying / taking action based on the feedback. The major challenge & risk is that the Coach could become so prescriptive that he losses the non-judgmental role of a Coach.

To create a productive feedback loop, avoid giving feedback when emotions are running high, as people are less receptive in stressful states. When providing feedback, focus on specific actions, critiquing the work or behavior, not the person. Clearly and directly state your observations and suggestions, offering solutions alongside any problems identified. Those receiving feedback should listen attentively, avoiding defensiveness and maintaining openness. Ask clarifying questions if needed, and take time to reflect on the feedback's implications. While you don't need to agree with everything, consider if there are valid points and areas where you can improve.

Some important elements to consider while giving feedback are 1)Never begin a feedback by saying "I feel ...you are ...". Feedback is not about your feelings,it's about backing it up with appropriate data points and conveying the main points 2)While individuals do use the sandwich approach of giving feedback,I personally don't believe this approach will work in developmental feedback (if anything,it'll defeat the purpose of giving feedback) 3)It is a good idea to ask the feedback receiver to summarise the feedback towards the end.That way,they remember what they need to work on

Ensure you focus on behaviour and outcomes rather than personality or traits. So you then are specific about the observed behaviour or actions that contributed to the outcome, highlighting both strengths and areas for improvement. And always be constructive and supportive as this relationship is about growth and development and criticism.

This article title is quiet flawed in a way talking about feedback and coaching hand-in-hand. Clients approach mentors to seek advice about specific pre-determined issues, where feedback is involved. However, this feedback is not a loop. Unfortunately, traditional (unsolicited) feedback is quite ineffective so mentors provide advice and feedback based on pre-determined questions from the client. On the other hand, coaches do not provide direct feedback. Coaches are not prescriptive. When a client gives permission for the coach to provide guidance, this comes in the form of working on their existing strengths and not in the form of a loop.