How Feedback & Coaching Support One Another

Let first provide two, all be it, brief explanations of what coaching and feedback are:

Coaching is an investment in other people using strengths as a catalyst to build self-awareness and maintain a dialogue with the continuous pursuit of improvement using questions questions for self-discovery and action.

Feedback is an investment by providing people candid and thoughtful feedback depicting ones strengths as well as their opportunities to improve.

Suggested Coaching Strategies:

• Call people into the office and only provide them positive feedback. This is not to say that we should ignore constructive feedback yet at Progress Coaching we encourage people to subscribe to a theory help people feel good about getting better.
• Use the power of the written word by leaving a note on the desk or sending a card home providing specific praise to a person. There is a power in the written word!
• If using email provide a strength-based set of feedback make sure that you carbon copy your boss showing your employee that you have their back.
• The first techniques build momentum within a relationship so when constructive feedback is provided people are more open and willing to accept the feedback.

Suggested Feedback Strategies:

• Feedback is tough enough and most people will gravitate to negative or constructive feedback because people are triggered by what they see as wrong or what they need to fix. It is our contention that we should provide feedback in a 3 to 1 ratio from strength-based feedback toward people of opportunities to improve especially early on in a boss to employee relationship. .
• A major suggested strategy is asking people what is the best way to provide feedback that you will receive it openly and vulnerably? The reason we encourage you to ask this question is this co-authors the exchange of feedback leading people to feel less defensive.
• At Progress Coaching we have built her own assessment called F10 Assessment which literally has people sending out their own assessment asking for feedback for personal and professional development. This distribution strategy allows people to be more open and receptive to feedback because they've actually invited the feedback versus the traditional 360 which often leads to people thinking who said what.

The strategies are not all-encompassing of what an organization can do and certainly one could add hundreds of other suggestions but the combination of feedback and coaching have to be in coordination with one another.

Checkout Our Short Video On How Feedback Drives Coaching:

Click Here: https://youtu.be/g6-xj-ugTNk

Want More Info on Progress Coaching & F10 Assessments: click here