Be ready to transform but do not provoke, illuminate the darkness of ignorance but do not blind. (Tao Te Ching, Verse 58)
Providing feedback is one of the coach’s most important skills. Narrowly defined, it means replaying to the coachee what s/he did in a specific situation. More broadly – and more usefully – defined, it includes highlighting the impact of what the coachee did. It also includes a discussion of what the coachee might do (even) better next time.
A few definitions:
To provide a factual context for your discussion of how your coachee performed, you can of course refer to notes which you took at the time, replay a video (if the coachee had agreed to being videoed) or ask a third party to comment.
There is more to coaching than just give feedback; but feedback was, however, a critically important tool; and it’s difficult to generalise about how to do it well. Nevertheless, in providing feedback, ensure you address three topics, with the acronym AID to help you remember them:
A (Actions) The things that the coachee is doing well, or poorly, in the area under review
I (Impact) The effect these actions are having
D (Desired outcome) The ways in which the coachee could do things more effectively.
Feedback is a process that requires constant attention. When something needs to be said, say it. People then know where they stand all the time and there are few surprises. Also, problems don’t get out of hand. This is not a once-a-year or a once-every-three-month event.
COACH: John, I want to raise with you the topic of your time management. The last two times we’ve met you’ve been over 15 minutes late for the meeting. I feel frustrated about this behavior and am worried that I will conclude you aren’t committed to this work, and then I won’t make it a priority to focus on it going forward. I also recall that in your 360° feedback report your line manager scored you low in this area, so I wonder whether my own frustration is also mirrored by others in the organization. This could jeopardize your prospects of securing the promotion you’ve identified as your next goal.
narrative reflecting on the learned material. The narrative shall be about your past/current experience on coaching. You can find all necessary information about this at https://wiki.mozilla.org/ReMo/Coaching/Training#Write_a_narrative. If you don’t want to write a narrative at this point, you can also write a bigger one at the end of all learning modules.
Credit: material is adapted from here.