How do you adjust feedback for coachees?

1 Know your coachee

Before giving feedback, you need to understand your coachee's personality, learning style, and emotional state. Some coachees may prefer direct, honest, and constructive feedback, while others may need more support, encouragement, and praise. Some coachees may respond well to feedback that is specific, measurable, and actionable, while others may prefer feedback that is more holistic, qualitative, and exploratory. Some coachees may be ready to receive feedback at any time, while others may need to be prepared, asked, and reassured. To know your coachee, you can use various tools and techniques, such as personality assessments, coaching contracts, feedback questionnaires, and active listening.

2 Choose the right time and place

Timing and setting are also important factors to consider when giving feedback. You want to choose a time and place that is convenient, comfortable, and conducive for both you and your coachee. You want to avoid giving feedback when either of you is stressed, distracted, or tired, as this may affect your communication and receptivity. You also want to avoid giving feedback in public, noisy, or crowded spaces, as this may compromise your privacy and confidentiality. Ideally, you want to give feedback in a private, quiet, and neutral space, where you can both focus and engage in a meaningful dialogue.

3 Balance positive and negative feedback

One of the most challenging aspects of giving feedback is finding the right balance between positive and negative feedback. Positive feedback is feedback that acknowledges and reinforces the coachee's strengths, achievements, and efforts. Negative feedback is feedback that points out and challenges the coachee's weaknesses, mistakes, and areas for improvement. Both types of feedback are essential for learning and development, but they need to be delivered in a way that is respectful, supportive, and motivating. A common rule of thumb is to use the sandwich method, which consists of giving positive feedback first, followed by negative feedback, and ending with positive feedback again. This way, you can create a feedback sandwich that is palatable, digestible, and nourishing for your coachee.

4 Use the SBI model

The SBI model is a useful framework for giving feedback that is clear, concise, and objective. It focuses on the facts rather than opinions or judgments. The SBI model works by describing the specific situation or context in which the behavior occurred, the observable behavior or action you want to give feedback on, and the positive or negative impact or consequence of the behavior. This method can help you to give feedback that is factual, relevant, and actionable, avoiding vague, general, or personal comments that may lead to defensiveness or resentment.