Why is feedback important for successful coaching supervision?

Absolutely, feedback plays a crucial role in the learning and improvement process, benefiting both you and your clients. It serves as a valuable tool for identifying strengths and areas for development, monitoring progress and outcomes, and fostering trust and rapport. Addressing issues or concerns through feedback enhances client relationships and supports your professional growth. Moreover, constructive feedback can boost your confidence, motivation, and overall satisfaction, contributing to a positive and dynamic professional experience.

As a coach supervisor, it is important for us to receive feedback of supervisee experience. It is about what is working for their development and what is not working. And if something is not working well then, what can be done to make it work. What new ways of working in the relationship might be required to be established.

Feedback is pure information. It brings you a path and direction to shifting your mindset and create effective behaviours. This creates efficiency at work. Feedback can bring in reassurance for the receiver.

Feedback is like a trusted friend holding up a mirror, showing us things we might miss on our own. It's not about criticism, but about gaining new insights and fresh viewpoints that can help us improve. It's an opportunity for 'course correction'. I find that the best feedback isn't telling you what's wrong. It's about prompting reflection, and helping you formulate your own plans for progress.

Feedback in coaching is the vitamin of progress. It is affirming what is firm and steady on your client and strengthening those things that are needful. Feedback emphasizes mindfulness on positive change and self awareness, self care and empowerment for personal and professional growth, development, confidence, willpower and well being. Clients use feedback to celebrate small wins and continue to test themselves and produce the desirable results as they grow and expand. .

Giving and receiving feedback can be very tricky. And hence it is important to think about what is the particular aspect feedback is being given. And how it needs to be communicated. And giving and receiving a feedback does not mean things are not ok. It an important point to reflect upon what needs to happen then.

One of the greatest challenge when giving feedback is that many coaches have not mastered the art of separating constructive criticism from feedback. This is as a result of false programming. Feedback done lovingly, respectfully, firmly and purposefully focuses on facts and not feelings. Focus on results and not failings. It is often the personality type, level of experience and style of the coach that poses the biggest challenge when giving feedback. Therefore, coaches that have that hang up but work hard at developing the skills needed and focus on the important goals and the mission when giving feedback. Feedback in any setting should never make the coachee feel attacked rather than supported.

You're absolutely right. Providing and receiving feedback, particularly in a coaching context, can be challenging. Various factors, including personality, emotions, expectations, biases, and communication styles, can influence the feedback process. It may trigger defensiveness, resistance, or anxiety in both you and your clients. Misinterpretation, misunderstanding, or ignoring feedback can lead to frustration or conflict. Skill, sensitivity, and openness are essential from both the giver and the receiver to navigate this process effectively and promote constructive communication and growth.

Feedback is pure information. In Asian context, feedback has become synonymous to sharing only 'What was not attempted properly' Instead of a wholesome sharing of 'This part was effective' 'This part could do with some fine tuning' 'This part needs more work'. Feedback also requires offering information on shifting methods and behaviours. Often that is missing so the receiver is clueless on what to do with what was shared. Feedback also is a skill that not many have. In life coaching, client feedback is important but supervision needs to offer this wholesome package. Mentors often misuse this space for personal gains, creating inadequacy in the other. Client offers what was felt which can be subjective or depend on moods felt at the time

Feedback is important when it comes to life coaching. A life coach needs to be able to get feedback after a coaching session. This will help the coach to give better coaching services next time. However, feedback could be affected by several factors which include; Comparison with other experienced coaches, a client's personality, coaching style, and expectations of the client. A life coach should utilize effective feedback to improve and deliver an excellent coaching session that will meet the needs of the clients. This will make the client have more value for their money.

Absolutely, effective and constructive feedback adheres to fundamental principles. It should be specific and relevant, focusing on observable and measurable behaviors and outcomes. Timeliness and frequency enhance its impact, ideally given close to the event or action. A balanced and honest approach involves addressing both positive and negative aspects based on facts, not opinions. Constructive feedback aims to encourage and empower rather than criticize or blame, fostering a positive learning environment. Additionally, acknowledging the feelings and perspectives of the receiver adds a crucial layer of empathy and respect to the feedback process.

Principles of feedback -Motive should be change and efficiency. -Should be centred on behaviour change -Needs to be wholesome focusing on effective and not so effective -Need not be used as a space to feed inadequacy to receiver -should not be based on power dynamics or personal gains -feedback if followed with 'so you need my services' is pure power game and marketing -needs to be educative and a fulfilling experience for all involved -a skill that everyone needs to invest in.

Specificity: Feedback should be specific and focused on particular behaviors or actions, making it actionable for the coach. Constructive Tone: Feedback should be delivered in a constructive and supportive manner, emphasizing improvement rather than criticism. Balanced Approach: A balanced mix of positive and constructive feedback helps maintain motivation while addressing areas for improvement. Timeliness: Timely feedback is more impactful as it allows coaches to reflect on recent experiences and make immediate adjustments.

Absolutely, giving effective and constructive feedback relies on key skills, including active listening, strategic questioning, and adept paraphrasing. Listening forms the foundation, providing an understanding of the situation and the receiver's needs. Questioning serves as a powerful tool, prompting reflection and fostering accountability. Paraphrasing is a valuable technique, enabling you to confirm understanding and agreement. It not only supports the receiver in feeling heard but also helps acknowledge strengths and weaknesses, fostering commitment to any action plan that may arise from the feedback.

Active Listening: The ability to listen attentively to the coach's experiences and concerns is crucial for providing relevant feedback. Effective Communication: Clear and concise communication ensures that the feedback is easily understood and actionable. Empathy: Understanding the coach's perspective and acknowledging their efforts fosters a positive feedback environment. Questioning Skills: Asking open-ended questions encourages self-reflection and helps coaches explore their coaching approaches.

Enhance feedback skills using tools like Sli.do. This platform enables interactive questioning and allow real-time feedback, fostering effective communication and understanding.

You've outlined a comprehensive approach to ensuring effective and constructive feedback in coaching supervision. Preparation is key, involving a thorough review of session goals, data collection, and identification of key points. Preparing the receiver by obtaining permission, setting context, and agreeing on the purpose and format is equally crucial. Employing models like SBI or COBS provides a clear structure, and inviting the receiver to share their feedback fosters a collaborative environment. Actively listening to their response and following up with a summary of main points and actions completes the feedback loop, contributing to a successful coaching supervision process.

Initiation: Feedback should be initiated in a planned and thoughtful manner, creating a safe space for discussion. Observation: Observing coaching sessions or reviewing performance data provides a basis for informed feedback. Dialogue: Engaging in a two-way dialogue promotes a collaborative approach to understanding and implementing feedback. Follow-Up: Follow-up discussions and actions help track progress and ensure that feedback leads to meaningful changes.

Feedback is the best way to help you identify parts of yourself that you are not aware of and motivate you to work on them. If you focus on your weakness and correctable parts of yourself, while keeping your strengths to one side, the result may surprise even you. Remember! Every mistake you make is a way for you to find the right path. Be courageous, make mistakes and learn

There's a process to prepare when in anticipation for a feedback session. The matter to be raised should be confined to the issue at hand. It also focus on the experience being discussed, with objective details. In understanding oneself, if one is prone to forget and veer off the issue, it's best to detail in a notebook that one shall bring into the session. Being aware of one's triggers and how to handle them during the session is also part of preparation. To have the goal in mind for such a session is important. A feedback session is not an end in itself, it's part of one's journey to become a better human being. This is whether the individuals get to interact closely thereafter or not.

Cultural Sensitivity: Consider the cultural context and individual differences when delivering feedback to ensure it is well-received and understood. Goal Setting: Collaboratively set goals based on the feedback, creating a roadmap for future coaching sessions and professional development. Confidentiality: Maintain confidentiality to build trust. Coaches need to feel secure in sharing their experiences without fear of negative consequences. Reflective Practice: Encourage coaches to engage in reflective practice, promoting continuous self-assessment and improvement.