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How do you inspire feedback and coaching in your consulting firm?

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Feedback and coaching are essential for any consulting firm that wants to grow, improve, and retain its talent. However, creating a culture of feedback and coaching can be challenging, especially in a fast-paced and competitive environment. How do you inspire feedback and coaching in your consulting firm? Here are some tips to help you foster a positive and constructive feedback loop among your consultants.

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1 Set clear expectations

The first step to inspire feedback and coaching is to set clear expectations for your consultants. This means defining the goals, roles, and responsibilities of each project, as well as the criteria and standards for evaluation. You should also communicate the benefits and purpose of feedback and coaching, and how they can help your consultants develop their skills, knowledge, and performance. By setting clear expectations, you can create a shared vision and alignment among your consultants, and reduce ambiguity and confusion.

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2 Model feedback and coaching

The second step to inspire feedback and coaching is to model them yourself as a leader. This means giving and receiving feedback and coaching regularly, openly, and respectfully. You should also demonstrate how you use feedback and coaching to improve your own work, learn from your mistakes, and grow as a professional. By modeling feedback and coaching, you can show your consultants that you value and practice them yourself, and that you are willing to listen and learn from others.

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Kai Wing Shiu

Head of Product; Transformation specialist
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I personally find that by being open about weaknesses I am aware of and working on, or constructively sharing about negative feedback I have received, helps to open a door to receiving more

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3 Create a safe and supportive environment

The third step to inspire feedback and coaching is to create a safe and supportive environment for your consultants. This means establishing trust and rapport among your consultants, and encouraging them to share their opinions, ideas, and challenges. You should also provide positive reinforcement and recognition for your consultants' efforts, achievements, and improvements. Additionally, you should avoid criticism, blame, and judgment, and instead focus on constructive feedback and coaching that can help your consultants overcome their gaps and grow their strengths.

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Ratan Postwalla
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The best way to create a safe and supportive environment for feedback is to coach your team on how to RECEIVE feedback. The most important lesson is that feedback should be given and received in a way that is not PERSONAL. The receiver and giver must only focus on the specific behaviour. Achieving this change is winning half the battle. When feedback is received, urge your team to follow the following steps: 1. LISTEN to the feedback carefully 2. CLARIFY your doubts 3. SUMMARISE to convey comprehension 4. ACKNOWLEDGE the efforts of the feedback giver Then step away for a while - minutes, hours, days - whatever it takes. 5. VALIDATE the feedback with yourself and others 6. RESPOND to the feedback giver (agree / disagree respectfully)

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4 Use effective feedback and coaching techniques

The fourth step to inspire feedback and coaching is to use effective techniques that can help your consultants learn and improve. Ask open-ended questions to elicit perspectives, insights, and solutions. Provide specific, timely, and actionable feedback that can help your consultants understand what they did well, what they need to improve, and how they can do it. Structure your feedback and coaching with the SBI model (Situation, Behavior, Impact). Balance positive and negative feedback, highlighting the positive outcomes and opportunities of improvement. Additionally, follow up on progress and performance, providing ongoing support and guidance.

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5 Encourage peer feedback and coaching

The fifth step to inspire feedback and coaching is to encourage peer feedback and coaching among your consultants. This means creating opportunities and platforms for your consultants to exchange feedback and coaching with each other, such as peer reviews, buddy systems, or learning circles. You should also facilitate and moderate the peer feedback and coaching process, and ensure that it is respectful, constructive, and relevant. By encouraging peer feedback and coaching, you can foster a culture of collaboration, learning, and mutual support among your consultants.

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6 Solicit feedback and coaching for yourself

The sixth step to inspire feedback and coaching is to solicit feedback and coaching for yourself as a leader. This means asking for feedback and coaching from your consultants, your peers, your clients, or your mentors. You should also be open and receptive to the feedback and coaching you receive, and show appreciation and gratitude. Moreover, you should act on the feedback and coaching you receive, and share your results and learnings with your consultants. By soliciting feedback and coaching for yourself, you can demonstrate your commitment to continuous improvement, and inspire your consultants to do the same.

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7 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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Dave Jennings

#1 WSJ Best-selling Author | I help leaders align teams, refine strategy, implement change, and upskill leaders | Retreats | Training | Coaching | Keynotes
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Seeking feedback is not an event in a consulting firm, it is a way of life. This mindset takes away the trauma and possible surprise if you wait until the end of a project. Periodically asking clients, “To what degree are you getting what you need?” “What are you wanting that you aren’t getting?” “Can you use what you are getting so far to make the changes?” makes it so improvements happen before there are serious misses. All projects require tweaks along the way. This mindset allows for immediate change. And both you and the client know you are achieving the goal. That means immediate successes and repeat business.

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How do you inspire feedback and coaching in your consulting firm?

1

2

3

4

5

6

7

1 Set clear expectations

2 Model feedback and coaching

3 Create a safe and supportive environment

4 Use effective feedback and coaching techniques

5 Encourage peer feedback and coaching

6 Solicit feedback and coaching for yourself

7 Here’s what else to consider

Management Consulting

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How do you inspire feedback and coaching in your consulting firm?

1

2

3

4

5

6

7

1 Set clear expectations

2 Model feedback and coaching

3 Create a safe and supportive environment

4 Use effective feedback and coaching techniques

5 Encourage peer feedback and coaching

6 Solicit feedback and coaching for yourself

7 Here’s what else to consider

Management Consulting

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