10 FEEDBACK MISTAKES COACHES MAKE

WHILE GIVING FEEDBACK TO THEIR COACHEES

?Imagine you’re helping someone get better at something. But sometimes, how you help can backfire. The way you help can make things worse. As a coach who’s worked with big company bosses, I have seen this happen often. Let’s discuss the ten most common mistakes coaches make when giving feedback. We’ll examine what they do wrong, why it’s a problem, and what new coaches can learn.

In coaching, feedback is like a tool. If you use it right, it can make things better. But if you use it wrong, it can cause problems. We’ll use real stories to show you these mistakes, why they matter, and how new coaches can avoid them. So, let’s start learning!

I am sharing below the ten feedback mistakes, one at a time w, with examples, their impact on the Coachee, and the lessons new coaches can learn from them:

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1.???? Judgmental Feedback

Providing feedback with a tone of judgment makes the coachee defensive.

?? - Example: “You always seem disorganized in meetings.”

?? - Impact: The Coachee feels attacked and may shut down.

?? - Learning: Frame feedback as observations rather than judgments.

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2.???? General Feedback

Giving vague feedback without specifics leaves the Coachee confused.

?? - Example: “Your presentation could be better.”

?? - Impact: The Coachee lacks clarity on areas for improvement.

?? - Learning: Offer specific examples to help Coachee understand better.

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3.???? Ignoring Strengths

Focusing only on weaknesses without acknowledging strengths.

?? - Example: “You need to improve your time management.”

?? - Impact: Coachee feels demotivated due to lack of recognition.

?? - Learning: Balance feedback by highlighting strengths and areas for improvement.

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4.???? Overloading Feedback

Providing too much feedback at once overwhelms the Coachee.

?? - Example: Sharing a long list of improvements needed.

?? - Impact: Coachee struggles to prioritize changes.

?? - Learning: Break feedback into manageable chunks for actionable steps.

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5.???? Lack of Specificity

Being vague about what needs improvement leaves Coachee unsure.

?? - Example: “Your communication can be better.”

?? - Impact: Coachee doesn’t know where to focus.

?? - Learning: Specify areas like clarity, tone, or body language.

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6.???? Ignoring Context

Giving feedback without understanding the context can be misleading.

?? - Example: Criticizing a Coachee for not speaking up in a heated debate.

?? - Impact: Coachee may not feel safe to explain their perspective.

?? - Learning: Gather context before offering feedback.

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7.???? Ignoring Cultural Differences

Providing culturally insensitive feedback.

?? - Example: Criticizing directness in communication for someone from a more indirect culture.

?? - Impact: Coachee feels misunderstood and disrespected.

?? - Learning: Understand cultural nuances before giving feedback.

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8.???? Neglecting the Positive

Failing to mention any progress or strengths.

?? - Example: Focusing solely on what needs improvement.

?? - Impact: Coachee may feel discouraged due to lack of recognition.

?? - Learning: Highlight progress and strengths alongside areas for growth.

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9.???? Assuming Intent

Assuming the Coachee’s intentions behind their actions without clarifying.

?? - Example: “You didn’t contribute much; were you not interested?”

?? - Impact: Coachee may have valid reasons for their behavior.

?? - Learning: Ask open-ended questions to understand their perspective.

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10.? Not Seeking Coachee’s Perspective

Providing feedback without understanding the Coachee’s viewpoint.

??? - Example: Criticizing a Coachee for not meeting deadlines without knowing the challenges they faced.

??? - Impact: Coachee may feel unheard and unacknowledged.

??? - Learning: Listen to the Coachee’s side of the story before offering feedback.

Reflecting on my journey OF coaching CEOs, it becomes clear that avoiding these coaching pitfalls has significantly impacted my impact as a coach. Avoiding these mistakes has allowed me to build trust and empower leaders to thrive. From the corporate boardrooms to startup garages, these insights resonate universally.

With each misstep navigated, we emerge stronger, wiser, and more empathetic in our quest to unleash the full potential of those we coach. Making mistakes is part of learning. Whether you’re helping big bosses or small business owners, these lessons apply to everyone.

So, let’s keep learning, keep improving, and keep helping each other grow. With each mistake we make, we get a little bit better. And that’s what coaching is all about!

ABOUT THE AUTHOR:

QAISER ABBAS

Leadership Coach and bestselling author of "Speed Coaching"

An Organizational Psychologist by education, Qaiser Abbas is a highly sought-after Leadership Coach known for helping top CEOs transform their leadership behaviors.

Qaiser is globally recognized as one of the most respected and award-winning Coach-Educators. He originated the 'DARE Coaching Model', practiced by over 250 senior executives he trained to become certified coaches and run their successful coaching businesses in 40 countries.

He is the Founder of Possibilities Global, one of the fastest growing leadership development partners for many Fortune 500 companies, including Unilever, PepsiCo, Toyota, GE, Nestle, Total, Coca-Cola, Abbott, US Embassy, and Reckitt-Benckiser.

Qaiser shot to fame with his blockbuster book 'Tick Tick Dollar,' published by Hay House, USA. His keynotes and books have touched the lives of millions around the globe.

You may learn more about Qaiser Abbas at www.qaiserabbas.org or www.possibilitiesglobal.com

You may connect with Qaiser Abbas at [email protected]

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