What are some of the tools and techniques that you use to facilitate feedback and coaching sessions?
Feedback and coaching are essential skills for any employee learning and development professional. They help you to support your learners, improve their performance, and foster a culture of continuous learning. But how do you facilitate effective feedback and coaching sessions that are engaging, constructive, and aligned with your learning objectives? In this article, you will learn about some of the tools and techniques that you can use to enhance your feedback and coaching practice.
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Santosh AkellaLearning and Development | Award-winning Speaker | I/O Psychology | Coaching
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Michael EamesOperations Manager focused on local grower satisfaction and ROI. If you are a grower in Northern Illinois or Southern…
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Shaye BelangerCareer Coach | Mentor | Settlement Services Specialist | 200,000+ post impressions | Your Biggest Cheerleader | Mover…
Before you start any feedback or coaching session, you need to prepare yourself and your learner. This means setting a clear purpose, agenda, and expectations for the session, as well as gathering relevant data and evidence to support your feedback. You also need to choose a suitable time, place, and mode of communication for the session, and ensure that you and your learner are comfortable and ready to participate.
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Michael Eames
Operations Manager focused on local grower satisfaction and ROI. If you are a grower in Northern Illinois or Southern Wisconsin connect with me to see how we can help you grow your profit potential
I agree, curious what percentage of managers and coaches spend time in preparation for meetings as well as helping the learner know how to prepare and set the expectation to have a meaningful interaction. I know sometimes it is hard to do but without it much less value is added. Preparing yourself for me is the east part. Curious if anyone has suggestions or tips to help prepare the learners?
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Shaye Belanger
Career Coach | Mentor | Settlement Services Specialist | 200,000+ post impressions | Your Biggest Cheerleader | Mover and Shaker | Professional Development Junkie
I elevate feedback & coaching sessions by empowering growth with: 🌱 Growth Mindset Gardening: Encourage learning and improvement. 🎨 Feedback Canvas Crafting: Visualize goals and strengths. 💬 Questioning Mastery: Stimulate reflection. 📈 Goal Setting GPS: Guide toward success. 🤝 Active Listening Symphony: Foster understanding. 🔄 Feedback Loop Looping: Ensure continuous improvement. I like to use these tools to empower, drive performance, and cultivate excellence in clients. Remember #YOUCAN do anything you put your mind too. 🙌 Your biggest cheerleader, Shaye ❤️
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Santosh Akella
Learning and Development | Award-winning Speaker | I/O Psychology | Coaching
Familiarize yourself with the individual's goals, strengths, and areas for development. Create a supportive and confidential environment conducive to open dialogue. Develop specific examples and actionable feedback to provide constructive guidance. For instance, at Amazon, managers undergo training on providing effective feedback and coaching using tools like the "Working Backwards" method to guide discussions and drive employee development.
The GROW model is a simple and effective framework that you can use to structure your feedback and coaching sessions. It stands for Goal, Reality, Options, and Way forward. The model helps you to guide your learner through a process of identifying their desired outcome, assessing their current situation, exploring possible actions, and committing to a specific plan. The GROW model also helps you to ask open-ended questions, listen actively, and provide constructive feedback.
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Michael Eames
Operations Manager focused on local grower satisfaction and ROI. If you are a grower in Northern Illinois or Southern Wisconsin connect with me to see how we can help you grow your profit potential
It is much easier to offer advice on what you would do than it is to listen actively and provide feedback or probing questions.
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Santosh Akella
Learning and Development | Award-winning Speaker | I/O Psychology | Coaching
GROW model: G - Goal - Start by clarifying the individual's goals R - Reality - Assess their current reality and challenges O - Options - Explore various options and strategies to overcome obstacles and achieve objectives W - Wrap-Up - Finally, wrap up by summarizing key insights and outlining action steps For example, at Microsoft, managers apply the GROW model during performance conversations to help employees set clear goals, assess progress, explore development opportunities, and create actionable plans for growth.
The feedback sandwich is a technique that you can use to deliver feedback in a balanced and positive way. It involves sandwiching a piece of constructive or negative feedback between two pieces of positive or affirming feedback. The feedback sandwich helps you to acknowledge your learner's strengths, address their areas of improvement, and motivate them to continue learning. However, you should avoid using the feedback sandwich too often or too superficially, as it may lose its impact or credibility.
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Michael Eames
Operations Manager focused on local grower satisfaction and ROI. If you are a grower in Northern Illinois or Southern Wisconsin connect with me to see how we can help you grow your profit potential
I have been cautioned to not give the feedback sandwich due to the tendency of some to only hear the good. I have also been told I don’t recognize the good enough either. I try to have separate conversations for the positive and negative and avoid the sandwich. What are your thoughts or methods to handle this? Everyone is different and can respond differently as well so it may be somewhat to consider individually perhaps.
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Santosh Akella
Learning and Development | Award-winning Speaker | I/O Psychology | Coaching
Utilize the sandwich feedback method to provide balanced feedback during coaching sessions. Start with positive reinforcement or praise, then address areas for improvement or constructive criticism, and end with encouragement or reaffirmation of strengths. For example, at Apple, managers use the sandwich feedback approach during performance reviews. They begin by acknowledging the employee's contributions, then discuss areas for development, and conclude by expressing confidence in the employee's potential for growth and success.
The SBI model is a tool that you can use to provide specific, behavioral, and impactful feedback. It stands for Situation, Behavior, and Impact. The model helps you to describe the context and the observable actions of your learner, and the consequences or results of their behavior. The SBI model also helps you to avoid vague, subjective, or judgmental feedback, and to focus on facts and outcomes.
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Santosh Akella
Learning and Development | Award-winning Speaker | I/O Psychology | Coaching
SBI method: S - Situation - Describe the situation B - Behavior - Describe the impact I - Impact - Explain the impact it had on individuals or outcomes Finally, discuss desired changes or improvements. For example, at IBM, managers use the SBI method during performance discussions. They provide feedback by outlining the situation or behavior observed, highlighting its impact on team dynamics or project results, and then collaboratively exploring strategies for improvement to enhance performance and achieve desired outcomes.
The 70-20-10 rule is a principle that you can use to design and implement your feedback and coaching sessions. It suggests that 70% of learning comes from on-the-job experience, 20% from social interactions, and 10% from formal education. The rule helps you to balance your feedback and coaching methods, and to provide your learner with opportunities to learn from doing, from others, and from theory. For example, you can use case studies, role plays, peer feedback, mentoring, e-learning, and workshops to create a varied and engaging learning experience.
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Santosh Akella
Learning and Development | Award-winning Speaker | I/O Psychology | Coaching
The 70-20-10 rule: Allocate 70% of learning through on-the-job experiences, 20% through interactions with others (mentoring, coaching, feedback), and 10% through formal training programs. For example, at Google, managers encourage employees to apply the 70-20-10 rule by emphasizing hands-on learning, peer collaboration, and feedback-rich environments. This approach fosters continuous growth and development within the organization.
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Talon Hicken
Talk to me about owning and magnifying your potential through a Personal Holding Company Engine. Don't just grow a business: grow people; grow potential. | HODL | INTJ | Time-tipper | WWJD/HWLF | Personal HoldCo
Having only 10% formal education can present an issue for many teams that require regular or in-depth training and education. If your company needs more than that, you can increase the quality of formal education by including social and role-playing experiences during training and feedback sessions. Object lessons are another way to increase the effectiveness of (and positive response to) coaching.
The last step in any feedback or coaching session is to follow up and evaluate the effectiveness of your session. This means checking in with your learner regularly, reviewing their progress and achievements, and providing ongoing support and feedback. You also need to collect and analyze data and feedback from your learner and other sources, such as surveys, tests, or performance indicators, to measure the impact of your feedback and coaching on their learning outcomes.
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Santosh Akella
Learning and Development | Award-winning Speaker | I/O Psychology | Coaching
Follow-up and evaluate feedback and coaching sessions by setting clear action plans, establishing milestones, and scheduling regular check-ins to monitor progress. Encourage open communication and provide ongoing support and guidance as needed. For example, at Salesforce, after coaching sessions, managers work with employees to create development plans with specific goals and timelines. They then schedule follow-up meetings to assess progress, provide additional support, and adjust strategies if necessary, ensuring continuous improvement and development.
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Santosh Akella
Learning and Development | Award-winning Speaker | I/O Psychology | Coaching
Consider virtual coaching sessions: In virtual feedback and coaching sessions, structured agendas, active listening, visual aids, interactive activities, feedback encouragement, and goal setting are key. At XYZ Corp, sessions start with agendas, discussing performance and goals. Screen sharing visualizes data, fostering participation. Role-playing enhances communication skills. SMART goals are set collaboratively for ongoing development.
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Vinayak S
Life Purpose & Mindset Coach | Soft Skills Trainer
Coaches must create a non-judgemental environment during sessions. It involves consciously refraining from bias, maintaining a neutral stance without being influenced by personal emotions and sentiments. Any coach may find coaching a challenging task because a client's own experiences often trigger their own personal experiences. A coach should pay complete attention, be calm, and actively listen to the client's thoughts and concerns. If a coach is not mentally prepared or ready for the session, it's advisable to avoid coaching. Else, it may have a negative impact on the client and end without a positive outcome. Staying in the calm zone gives a safe space for a coaching client throughout the session.
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