You're seeking to improve your coaching effectiveness. How can you leverage feedback from your peers?

En el coaching las impresiones de nuestros compa?eros son la vitamina del equipo, el saber que piensan, perciben, interpretan de nuestros encuentros, es la mejor oportunidad para captar se?ales sobre el curso de los encuentros. Cómo coach puedes tener una idea de lo que sucede, pero con la complejidad de las relaciones humanas, tu idea es un preconcepto ya que cada realidad es distinta, por lo tanto, necesitas complementarla con lo que piensan los demás.

According to a recent study by the International Coach Federation (ICF), 87% of coaches who regularly seek peer feedback report a significant improvement in their coaching effectiveness. I would recommend creating a structured process to solicit feedback, perhaps through anonymous surveys or regular feedback sessions. For instance, I once participated in a peer coaching circle where we exchanged feedback after each session. The diverse insights I gained helped me identify subtle areas for improvement, like refining my questioning techniques and being more attuned to non-verbal cues.

It is always advisable to share coaching techniques and get feedback from peers. This keeps you updated with best practices and behaviors in the profession. It is an ideal opportunity to discuss what may or may not work for you and can be compared with successes and failures in the coaching space.

O feedback e o feedforward s?o ferramentas valiosas no processo de coaching, servindo como guias para o aprimoramento individual e a conquista de objetivos. Feedback ou retroalimenta??o diz respeito à avalia??o de a??es, comportamentos ou resultados passados. Com o objetivo de aumentar a autoconsciência, promover a melhoria e refor?ar comportamentos positivos. Feedforward se volta para o futuro, focando nas possibilidades e no potencial do coachee. Ele busca expandir as perspectivas, desenvolver novas habilidades e alcan?ar objetivos com mais clareza.

A study published in The Journal of Applied Behavioral Science suggests that open communication within peer groups enhances trust and leads to more meaningful exchanges. I would encourage setting up regular feedback meetings where peers can share their observations in a supportive, non-judgmental space. For example, in my experience, establishing a peer review group where we openly discussed our challenges and successes not only deepened our trust but also provided practical advice that I could immediately apply in my coaching sessions.

A comunica??o clara e objetiva é fundamental para o sucesso de qualquer sess?o de coaching. Como coach, sua capacidade de se comunicar de forma clara, concisa e precisa irá: Construir rapport e confian?a com o cliente; Facilitar a compreens?o do cliente; Manter o foco na sess?o; Promover a a??o; Use uma linguagem simples e direta; Seja breve e conciso; Seja específico; Seja ativo; Tenha escuta ativa e atenda; Fa?a perguntas abertas; Resuma e repita os pontos-chave; Use linguagem corporal positiva; Seja consciente de seus tons de voz.

ranslating feedback into actionable steps is critical for continuous improvement. According to research from the Center for Creative Leadership, coaches who act on specific feedback are 42% more likely to achieve their professional development goals. After gathering and discussing feedback, I would prioritize the key areas of improvement and set measurable goals. For example, after receiving feedback about my tendency to occasionally dominate conversations, I committed to a practice of pausing and allowing more space for my clients to express themselves. This actionable change led to more client-centered sessions and enhanced outcomes.

Definir metas de aprendizagem: Estabele?a metas de aprendizagem claras e As metas devem ser SMART. Identificar recursos de aprendizagem: Auxilie o coachee a identificar recursos de aprendizagem adequados às suas metas e necessidades e Explore diferentes formatos de aprendizagem para atender às preferências do coachee, como aprendizagem visual, auditiva ou cinestésica. Incentivar a prática e a aplica??o: Motive o coachee a colocar em prática o que está aprendendo e Forne?a feedback construtivo e encorajamento ao longo do processo de aprendizagem. Criar um ambiente de aprendizagem contínua: Promova uma cultura de aprendizagem contínua nas sess?es de coaching e Seja um modelo de aprendizagem contínua.

To improve your coaching effectiveness, leverage feedback from peers by implementing a structured feedback loop. Begin by actively soliciting detailed, constructive feedback from colleagues and mentors regarding your coaching style, techniques, and outcomes. Create a system to regularly review and analyze this feedback, identifying common themes and areas for improvement. Use this insight to make targeted adjustments in your approach, incorporating new strategies and refining existing ones. Additionally, communicate back with your peers about the changes you’ve implemented based on their feedback, demonstrating responsiveness and fostering a culture of continuous improvement.

Getting a mentor can be invaluable for adding eldership-depth to your professional practice. Also, seriously consider adding Clinical Supervision to your practice too - There is a belief that ‘coaching is different from counselling’ and of course it is — however, the humans you meet will be bringing the same amount of baggage (whether they know it or not) so, being really clear about your remit in your practice is essential.