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How can you use the FEED model for executive coaching?

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Executive coaching is a powerful way to help leaders develop their skills, overcome challenges, and achieve their goals. However, effective coaching requires more than just telling executives what to do or giving them advice. It also involves providing them with constructive and actionable feedback that can help them improve their performance and behavior. One of the models that can help you deliver feedback as an executive coach is the FEED model, which stands for Focus, Engage, Explore, and Decide. In this article, we will explain how you can use the FEED model for executive coaching and what benefits it can bring to you and your clients.

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Narinder Bhatia

I help professionals effectively address workplace challenges, thrive at work and accelerate career growth | Executive…
Dr. Maria Katsarou-Makin CPsychol, AFBPsS, HCPC, MCC, ACTC, FIoL ??

Chartered & Leadership Psychologist??Associate Fellow: British Psychological Society??Expert in Group…
Jerry D. Smith Jr., Psy.D.

Clinical Psychologist & Behavioral Health Consultant | Treatment, Building Trust, Conflict Resolution

1 Focus on the purpose

The first step of the FEED model is to focus on the purpose of the feedback session. This means clarifying why you are giving feedback, what you want to achieve, and what are the expectations and goals of both parties. You can start by asking your client what they want to get out of the feedback, what areas they want to work on, and what challenges they are facing. You can also share your own observations and insights, and agree on the scope and agenda of the feedback session. By focusing on the purpose, you can ensure that the feedback is relevant, meaningful, and aligned with the coaching objectives.

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Reginaldo T. Acedillo, DHRD, CPC

I add value to leaders so that they GROW to THe next level. ? Executive Team Trainer ? Executive Coach
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A haiku on focusing on purpose: Purpose focus clear, Client's goals and challenges, Feedback journey starts. Start with why?

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2 Engage in dialogue

The second step of the FEED model is to engage in dialogue with your client. This means creating a safe and supportive environment where both of you can exchange views, opinions, and perspectives. You can use open-ended questions, active listening, and empathy to encourage your client to share their thoughts and feelings, and to understand their situation and needs. You can also use positive feedback, praise, and recognition to reinforce their strengths and achievements, and to build their confidence and motivation. By engaging in dialogue, you can establish trust, rapport, and mutual respect with your client, and make them feel valued and heard.

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Narinder Bhatia

I help professionals effectively address workplace challenges, thrive at work and accelerate career growth | Executive Coach, Corporate Trainer, L&D Specialist | Workplace Success, Leadership Dev. & Personal Branding
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As a coach, I ensure to lay good emphasis on creating a safe environment for the client to open up. The success of coaching depends on how authentically and genuinely the client opens up about its goals and challenges. First and foremost, the coach should spend sufficient time and effort in providing a conducive environment for the client and build the level of trust that gives the client the confidence to open up freely.

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Dr. Maria Katsarou-Makin CPsychol, AFBPsS, HCPC, MCC, ACTC, FIoL ??

Chartered & Leadership Psychologist??Associate Fellow: British Psychological Society??Expert in Group Dynamics??Executive Coach & Mentor Coach & Supervisor??Published Author??Fellow: Institute of Leadership
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It’s a great model that provides a structure. At the same time, like with every model / tool / technique the coach needs to gauge to what extent it’s appropriate in order not to break rapport and create the safe space that the client needs.

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3 Explore options

The third step of the FEED model is to explore options with your client. This means helping them identify and evaluate possible solutions, actions, and strategies that can help them address their challenges and achieve their goals. You can use brainstorming, probing, and challenging questions to stimulate your client's creativity, critical thinking, and self-awareness. You can also use examples, stories, and analogies to illustrate and inspire your client with best practices, success stories, and alternative scenarios. By exploring options, you can empower your client to take ownership of their learning and development, and to discover new possibilities and opportunities.

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Jerry D. Smith Jr., Psy.D.

Clinical Psychologist & Behavioral Health Consultant | Treatment, Building Trust, Conflict Resolution
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After listening non-judgmentally in FEED sessions, I help leaders thoughtfully explore potential options for moving forward. By asking open and curious questions, we uncover barriers preventing creativity and consider new angles they may not have tried. This is where their vision can start taking shape. I gently challenge any unconscious limiting beliefs and push past the most obvious routes. Research further supports our discussion so we make fact-based choices. By the end, they gain awareness and confidence to take smart, tailored action aligned with their long-term objectives and well-being.

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4 Decide on actions

The fourth and final step of the FEED model is to decide on actions with your client. This means agreeing on specific, measurable, achievable, realistic, and time-bound (SMART) actions that your client will take to implement the solutions, actions, and strategies that you have explored together. You can use summarizing, confirming, and contracting techniques to review and reinforce the key points, outcomes, and commitments of the feedback session. You can also use follow-up, support, and accountability methods to monitor and evaluate your client's progress and results, and to provide them with ongoing feedback and guidance. By deciding on actions, you can help your client translate their feedback into action, and to achieve their desired changes and improvements.

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Jerry D. Smith Jr., Psy.D.

Clinical Psychologist & Behavioral Health Consultant | Treatment, Building Trust, Conflict Resolution
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After Feedback, Exploration, and Evaluation, it's time to turn insights into actionable steps. I work with executives to develop clear, achievable actions aligned with their goals and the insights gained. This might include specific leadership behaviors to adopt, communication strategies, or business processes to improve. It's important that these actions are S.M.A.R.T (Specific, Measurable, Achievable, Relevant, Time-bound) to ensure accountability and progress. Regular follow-ups help maintain momentum and adapt actions as needed, ensuring continuous development and growth. This structured approach turns feedback into tangible outcomes, driving meaningful change.

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5 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 use the FEED model for executive coaching?

1

2

3

4

5

1 Focus on the purpose

2 Engage in dialogue

3 Explore options

4 Decide on actions

5 Here’s what else to consider

Executive Coaching

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How can you use the FEED model for executive coaching?

1

2

3

4

5

1 Focus on the purpose

2 Engage in dialogue

3 Explore options

4 Decide on actions

5 Here’s what else to consider

Executive Coaching

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