How do you get feedback and coaching from others?

1 Why feedback and coaching matter

Feedback and coaching are two distinct yet interconnected ways of aiding people in their learning and growth. Feedback is data on how someone is performing or what they can do better, while coaching provides advice on how to accomplish a goal or strengthen a skill. Both feedback and coaching can be formal or informal, positive or negative, requested or uninvited, and given or received by anyone. Such feedback and coaching are important because they can help people recognize their strengths and weaknesses, understand what needs to be improved, set and reach objectives, troubleshoot issues, learn from mistakes and successes, increase motivation and confidence, build trust and rapport, and align expectations and standards.

2 How to seek feedback and coaching

Asking for feedback and coaching can be intimidating, but it's one of the best ways to demonstrate that you are proactive, curious, and willing to learn. To do so effectively, you should be specific about what you want to know or improve. Additionally, it's important to choose the right person who has relevant knowledge, experience, and skills, and who you trust. Furthermore, you should select a convenient and comfortable time and place for both of you to have a focused conversation. Lastly, when receiving feedback and coaching, it's important to be open-minded and receptive. Listen carefully, ask questions, clarify misunderstandings, and thank them for their input. Be prepared to hear positive and negative feedback and coaching without being defensive or dismissive.

3 How to receive feedback and coaching

Seeking feedback and coaching is just the beginning. The next step is to receive it in a way that helps you learn and improve. Receiving feedback and coaching can be difficult, especially if it's unexpected, critical, or conflicting. To receive feedback and coaching effectively, focus on the content of the message, not the messenger. Ask for clarification and examples if necessary. Additionally, give feedback on the feedback and coaching you receive to show your appreciation, express your agreement or disagreement, or ask for more support. This will help ensure that you get the most out of the feedback and coaching process.

4 How to offer feedback and coaching

Giving feedback and coaching to others can be a rewarding experience, but it can also be challenging, especially when you want to avoid hurting someone's feelings or creating conflict. To ensure that you offer feedback and coaching effectively, it's important to ask for permission and readiness before beginning. When giving feedback or coaching, you should be specific and constructive, focusing on what they can do better rather than what they did wrong. Additionally, the sandwich method is an effective way to provide feedback or coaching; start with something positive, move on to something negative, and end with something positive. This will create a supportive atmosphere and soften the impact of the negative feedback or coaching.

5 How to act on feedback and coaching

The final step in the feedback and coaching process is to act on the feedback and coaching you receive or give. This means applying what you learned, making changes or improvements, and monitoring your progress and results. Acting on feedback and coaching can be rewarding, but it can also be challenging, especially if there are obstacles, setbacks, or resistance. To make it easier and more successful, here are some tips: make a plan and set goals; seek and offer support and accountability; review and reflect. You should identify what you want to achieve, prioritize your actions, break them down into manageable steps, communicate regularly, share your challenges and successes, celebrate your achievements, seek and give feedback and coaching again, adjust your plan and goals accordingly. Doing this will ensure that the feedback or coaching is not just a one-time event, but a continuous cycle of learning and improvement.

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?