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What do you do if you struggle to give and respond to feedback after business coaching?

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Feedback is a crucial part of business coaching, as it helps you and your coachee to identify strengths, weaknesses, and areas for improvement. However, giving and receiving feedback can also be challenging, especially if you are not used to it or if you encounter resistance, defensiveness, or misunderstanding. In this article, you will learn some tips on how to overcome these difficulties and make feedback a positive and productive experience for both parties.

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Ketty Fessahazion

Results-Oriented Leader | Developing Talent | Fostering a Culture of Excellence

1 Prepare yourself

Before you give or respond to feedback, you need to prepare yourself mentally and emotionally. This means that you should clarify your purpose, expectations, and goals for the feedback session, and also acknowledge your own feelings and biases. You should also remind yourself of the benefits of feedback, such as learning, growth, and trust, and avoid taking it personally or as a criticism of your identity or worth. Preparing yourself will help you to stay calm, confident, and constructive during the feedback exchange.

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Ketty Fessahazion

Results-Oriented Leader | Developing Talent | Fostering a Culture of Excellence
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If providing feedback , jot down the points you want to make. If there are multiple items you want to address, select the top two or three most impactful ones and stick to them. Providing more can overwhelm the person or leave them confused. In responding to feedback, check your emotions and focus on actively listening so you understand what the person is saying.

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ELIKA TASKER

?? Energy Management for Purpose Driven Leaders | Keynote Speaker| Founder: The Health Concierge | Curator of Experiences of Meaningful Connection at Discover Concepts ??
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One way to overcome feedback is to agreed what are the takeaways at the end of each session and then based on what is shared provide more insights that ensure the right takeaway occurs. In the past I have also asked my clients to send me their takeaway and this acts as a brilliant way to prompt a feedback discussion. The content of which should be geared towards the initial goals agreed

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2 Choose the right time and place

Another important factor for effective feedback is choosing the right time and place to deliver or receive it. You should avoid giving or asking for feedback when you or your coachee are stressed, tired, distracted, or in a hurry. You should also find a private and comfortable space where you can have an honest and respectful conversation without interruptions or distractions. Choosing the right time and place will help you to create a positive and supportive atmosphere for the feedback session.

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3 Use the SBI model

The SBI model is a simple and useful framework for giving and responding to feedback. It stands for Situation, Behavior, and Impact, and it helps you to structure your feedback in a clear, specific, and objective way. For example, instead of saying "You did a great job on the presentation", you can say "In the presentation you gave yesterday, you used engaging visuals, spoke with enthusiasm, and answered the questions confidently. This had a positive impact on the audience, as they were impressed by your knowledge and professionalism." Using the SBI model will help you to avoid vague, general, or subjective feedback that can be confusing or misleading.

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4 Listen actively

Active listening is a key skill for giving and responding to feedback. It means that you pay full attention to what the other person is saying, without interrupting, judging, or jumping to conclusions. You also show that you are listening by using verbal and non-verbal cues, such as nodding, smiling, or saying "I see" or "I understand". You also ask open-ended questions, paraphrase, and summarize to clarify and confirm your understanding. Listening actively will help you to build rapport, empathy, and trust with your coachee, and to avoid misunderstandings or conflicts.

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5 Focus on solutions

The ultimate goal of feedback is to help you and your coachee to improve your performance and achieve your desired outcomes. Therefore, you should always focus on solutions, rather than problems, when giving or responding to feedback. This means that you should identify the actions, behaviors, or strategies that can help you or your coachee to overcome the challenges, gaps, or mistakes that the feedback revealed. You should also set SMART goals, agree on a plan, and follow up on the progress. Focusing on solutions will help you to make feedback a positive and motivating experience that leads to results.

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Ketty Fessahazion

Results-Oriented Leader | Developing Talent | Fostering a Culture of Excellence
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The purpose of feedback is more than just identifying areas for improvement; it's also about collaboratively finding solutions to strengthen those skills. After providing feedback: 1. Shift the conversation towards finding a solution together. 2. If you received feedback, focus on committing to improving one aspect, regardless of the number of points raised. 3. If you provide the feedback, empower the other person to decide what they will commit to improving. It's important the commitment comes from the individual who will be taking action, this will be more impactful.

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6 Express appreciation

Finally, you should always express appreciation when giving or responding to feedback. This means that you should thank the other person for their time, effort, and honesty, and acknowledge their strengths, achievements, and potential. You should also highlight the value and impact of the feedback, and how it helped you or your coachee to learn, grow, and improve. Expressing appreciation will help you to end the feedback session on a high note, and to strengthen your relationship and commitment with your coachee.

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Ketty Fessahazion

Results-Oriented Leader | Developing Talent | Fostering a Culture of Excellence
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Expressing appreciation is an important step because it helps strengthen the relationship. Showing gratitude and appreciation for someone who gives you feedback, whether you agree with it or not, demonstrates to the other person that you appreciate their investment in your growth. Similarly, when you provide feedback, it lets the other person know that you are paying attention and care about their growth as well.

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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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What do you do if you struggle to give and respond to feedback after business coaching?

1

2

3

4

5

6

7

1 Prepare yourself

2 Choose the right time and place

3 Use the SBI model

4 Listen actively

5 Focus on solutions

6 Express appreciation

7 Here’s what else to consider

Business Coaching

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What do you do if you struggle to give and respond to feedback after business coaching?

1

2

3

4

5

6

7

1 Prepare yourself

2 Choose the right time and place

3 Use the SBI model

4 Listen actively

5 Focus on solutions

6 Express appreciation

7 Here’s what else to consider

Business Coaching

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