Feedback in coaching is such a situation where there can be challenges and difference in opinions , so first of all if a coach gets such feedback the best start is not be defensive about it . It can be addressed by the following process "LAC" L- Listen, A- Attention ,C- Clarify 1. Listen first to understand where is the root , actually what is the challenge and if it is at all a challenge or a misunderstanding 2. Attention - Be attentive so that the client may not feel offensive about the fact that you are not taking the query seriously 3. Clarify from your end and their end so that both the parties can negotiate to a common ground to understand and accept each other

When a manager challenges your coaching feedback, it can be a setback. How do you handle this situation constructively while preserving trust and credibility? Acknowledge Their Perspective: Listen to the manager’s concerns about your feedback. Recognizing their viewpoint fosters mutual respect and helps you identify any misunderstandings or areas needing clarification Align Feedback with Their Goals: Reframe your feedback in a way that directly connects with the manager’s objectives. Explain how your insights support their team's growth and align with broader business outcomes. By validating their perspective and connecting feedback to shared goals, you can address challenges gracefully, turning resistance into a productive conversation.

1. Listen Actively: Start by understanding the manager's perspective without defensiveness. Seek clarity on their concerns. 2. Acknowledge and Validate: Show empathy. Acknowledge their viewpoint as valid, even if you don’t agree. 3. Clarify Intent: Reiterate the purpose of the feedback—growth, not criticism. Highlight shared goals. 4. Collaborate on Solutions: Co-create actionable steps to address concerns, balancing their input with your expertise. 5. Reflect and Revisit: Encourage an ongoing dialogue to ensure alignment and trust. Conflict is an opportunity to strengthen relationships and drive growth!