What are some of the tools and techniques that you use to facilitate feedback and coaching sessions?

In my opinion, having clear goals and expectations for feedback and coaching sessions ensures that both the giver and receiver are aligned on the purpose and desired outcomes. The feedback can be very very objective at times depending upon the subject and requirements; and at times it can be subjective.

?? Define specific goals and outcomes for the session. How will you measure progress? ?? Establish measurable indicators to track development. ?? Align feedback and coaching with individual and team objectives. ?? Communicate your intentions to build trust and engagement. ?? Structure your session around goals and expectations. ?? Engage in dialogue to understand perspectives. ?? Co-create actionable strategies for improvement. ?? Regularly review and track progress.

Does anyone value the human aspect of employees? It seems to me that good are set and boundaries are followed. What happens to the amazing employee who goes above and beyond but only to get put on the sideline or let off the team? Walk tall, stay, strong and listen. There is no “right” way to do it. Goals and measures are awesome, but there ALWAYS needs to be a human touch no matter the financial results. *goals. (Sorry) Follow your heart and passion and anything is possible

I am not a big fan of this model. While the GROW model has gained popularity in coaching circles, it may not be the ideal framework for everyone. One potential limitation is its linear structure, which may oversimplify complex coaching scenarios.

?? Start with the Goal: Clarify desired outcomes and set specific, measurable targets. ?? Explore the Reality: Ask open-ended questions to assess the current situation objectively. ?? Generate Options: Encourage brainstorming and creative thinking to explore alternative paths. ?? Plan the Way forward: Co-create action steps and commit to a timeline. ?? The GROW model creates a supportive coaching environment and fosters ownership. ?? Unlock the potential of your coachees with the transformative power of GROW!

Specific and bespoke feedbacks goes a long way in delivering valuable inputs and insights to my mentees. A mentor can develop more credibility, trust and support for the work, by giving out more specific feedback.

Share the feedback the way you would want it for you. Specific and objective feedback provides a well-rounded perspective, ensuring that individuals receive recognition for their strengths while also gaining insights into areas where they can enhance their performance. Concrete examples and evidence validate the feedback, making it more actionable and meaningful.

? Effective feedback requires a delicate balance—being both balanced and specific. ?? ?? Balance means acknowledging strengths and areas for improvement. By recognizing achievements while addressing growth areas, you foster holistic development and inspire confidence. ?? Specificity is key. Support observations and suggestions with concrete examples and evidence. Specific feedback adds depth and clarity, enabling individuals to understand the impact of their actions and make targeted improvements. ?? With balanced and specific feedback, you avoid vagueness and generic comments, offering valuable insights for growth. This boosts confidence and motivation.

? The SBI model is an invaluable feedback tool—Situation, Behavior, and Impact. ?? ?? Describe the Situation where the behavior occurred. ?? Clearly articulate the Behavior without personal judgments. ?? Address the Impact on you, the team, or the organization. ?? The SBI model helps you deliver objective feedback, focusing on facts and consequences. It avoids subjective interpretations and promotes a constructive feedback culture. ?? Utilize the power of SBI to foster growth, accountability, and positive change within your team and organization.

Coaches can unlock the full potential of the SBI model by refining their execution. Crafting crystal-clear descriptions of the situation sets the stage for understanding, while articulating behaviors with precision ensures clarity and actionable insights. By thoughtfully elucidating the far-reaching impact of behaviors, coaches empower individuals to grasp the consequences and fuel their motivation for growth. Through the skillful application of the SBI model, coaches can ignite transformative conversations, cultivate self-awareness, and propel individuals towards their highest potential.

It's important to note that once a leader has requested feedback, it is crucial to act upon it. Failure to do so can result in a loss of confidence and weakened relationships.

As a Coach, I've been using Feedforward is an alternative approach to feedback that focuses on future possibilities and growth rather than dwelling on past mistakes. Instead of pointing out what didn't go well, we shift our attention to what can be improved and achieved in the future. How does it work in practice? With feedforward, we encourage individuals to share their goals and aspirations, and then we explore potential strategies and resources to help you achieve them. By focusing on the future, we create an environment that fosters continuous improvement and empowers you to take ownership of your development journey.

? Feedback is a two-way street. As leaders, it's crucial to seek feedback from team members, peers, and managers. ?? ??♀? Asking for feedback shows a commitment to learning, improving, and building trust. Use the same tools and techniques you employ for giving feedback. ?? Set clear goals and expectations for the feedback you seek. ?? Utilize models like GROW or SBI to structure discussions. ?? Request balanced and specific feedback to gain valuable insights. ?? By seeking feedback, you foster a culture of growth and open communication, strengthening relationships and enhancing your leadership effectiveness.

Coaching, in my opinion, is designed to be ongoing. Therefore, in my executive coaching, we establish the agenda based on the needs established for the session. In my opinion, pre-work and post-work are great ways to optimize the limited time we have to work together. If we both come to the session prepared, the sessions are very productive.

It is important to follow up on past goals and celebrate the achievements in coaching. I once had a coach who had me set new goals each session. I ended up feeling overwhelmed with too many new things to try to accomplish. This taught me to build in time to reflect on past sessions with clients and review what was working and what wasn't from past sessions. Reflection and celebration are key!

Feedback and coaching are two different types of techniques that managers can use when leading others. Feedback is usually linked to performance around a job or project. It can be for growth and for acknowledgement. It is best used in proximity to the moment in question and is best given in a way that is time bound and specific. Feedback is also a two-way street and managers should be open to both giving and receiving feedback. Coaching is fostering the development of a team member by using questions to open up pathways for greater personal growth and understanding. This greater growth and understanding translates to better performance.

Leadership is a constant process & evolution of everyone involved. It doesn’t always take “a sit down meeting.” It can be fast, easy, fun, coffee & a snack. These are ways to really connect & grow. Easy. Thanks Sheila

To establish an environment where Feedback is a crucial part of the Culture is the Key in my mind. So that everyone knows that feedback will be provided regardless of the level of Performance and that we all need it for Growth and Development!