When we talk about How to Give Effective Feedback in Coaching, we mainly refer to the way of supporting our Customer’s growth and change.
Today, people and organizations are more and more called to the hard job of changing to survive.
The need of giving and receiving feedbacks, both on an organizational and individual level, basically involves everyone: from leader to management, from parents to teachers.
There’s a very important phase in Coaching in which Coach and Customer agree on a proper Action Plan to achieve a (well determined) objective.
The agreement between a Coach and a Customer (declared by the “Coaching Agreement”) brings the Customer to execute the expected program and put it into practice. Many useful information can be received from the real actualization of the action plan, allowing the Coach to provide new motivation and improving Customer’s awareness.
We define Feedback as the process through which it is possible to give Customers “returning” information acquired from their behavior.
Do not confuse Feedbacks with pleasing and adulatory manners.
To find out how to give Effective Feedback, keep in mind the following goals:
Follow these general guidelines:
In the end, good feedback should always induce customers to improve their behaviors and stimulate self-evaluating processes; it should lead costumers to greater grades of involvement on the level of motivation and on the individuation of the corrections to make in order to best perform an action.