You're coaching a client who questions the feedback given. How do you address their doubts effectively?

It is about more than simply validating feelings, but rather acknowledging their perspective and recognizing that their perspective may be correct given their lens. At the same point, not being so over the top in “softening it up” that the actual feedback gets lost.

Handling client feedback with empathy and understanding is vital for effective communication. By acknowledging their feelings, you build trust and pave the way for productive discussions.This approach demonstrates respect, which are key to maintaining strong and positive client relationships.

O objetivo é criar um ambiente de confiança e colaboração, onde o feedback é visto como uma ferramenta positiva para o desenvolvimento. Ao abordar as preocupações do cliente de maneira estruturada e empática, você não só ajuda a esclarecer dúvidas, mas também fortalece a relação profissional e promove um desenvolvimento mais eficaz.

To effectively address a client's doubts about feedback, validate their feelings with these three strategies: Acknowledge Their Emotions: Recognize and affirm their feelings by saying, "I understand that receiving this feedback might feel frustrating or surprising. It's normal to have these reactions." Show Empathy: Express empathy by relating to their experience. For example, "I can see why you might feel this way. I've also found feedback challenging at times." Encourage Open Dialogue: Invite them to share more about their concerns. Ask, "Can you tell me more about what specifically feels off or challenging about this feedback?" This fosters a supportive environment and shows you value their perspective.

Celebrar marcos e vitórias é fundamental. No coaching, reconhecer e comemorar conquistas motiva o coachee. Isso pode ser desde pequenos progressos até grandes realizações. A celebração fortalece a autoconfiança e mantém o foco no crescimento contínuo

You need to provide specific examples and explanations that illustrate its relevance and actionable nature. This approach helps address their doubts effectively by ensuring they understand the context, intent, and potential benefits of the feedback, fostering a more productive dialogue focused on growth and improvement.

A Coach reports and does not judge. So make sure your feedback comes from a place of observation and report it back to the client. Give specific instances of how you arrived at your feedback - show them what they cannot see and tell them what they don't want to hear. That's the job of an effective coach!

In my opinion, effective communication begins with attitude, posture, smile. This gives confidence to the interlocutor. Break the barrier. Active listening is decisive. Let the interlocutor feel heard. For this reason, it is important that he knows what you have understood from his message, clarifying doubts.

Durante o processo de coaching, discutir o feedback recebido de gerentes e colegas é essencial. Além das autoavaliações, entender como os outros nos veem é valioso. O feedback em tempo real ajuda a ajustar comportamentos e aprimorar habilidades. Líderes que buscam feedback constante têm maior probabilidade de crescimento e adaptação

When sharing, it is always important to ensure that the person listening understands the information being shared. So asking questions like "Do you understand?" This, followed by presenting a scenario based on what was just shared, allows the listener to apply what was just explained. Next confirm by asking the listener to provide a scenario of their own

In coaching a client who questions feedback, seeking examples can provide concrete evidence and context to support the feedback's validity and relevance. By showing them specific instances or results tied to the feedback, you can demonstrate its impact and help the client understand how implementing the feedback can lead to desired outcomes, thereby addressing their doubts more effectively and encouraging constructive engagement in the coaching process.

I like to think about my practice I learned at SolutionsAcademy for my coaching training in Solution Focused coaching. One tenet is "No problem happens all of the time, there are exceptions that can be utilized". Or in other words, what are the past successes and how can those be used now.

I will remind them of the ideal success they want. I have them visualize the type of clients, the specific outcome they want and how it makes them feel. I also stress upon the need to turn their backs on old, limiting thoughts when they turn up. Advise them that negative, doubtful thoughts will always be there but that they will go away if we stop feeding them with attention. Focus on what you want vs don't want.

Reflecting on goals can help contextualize the feedback within the client's broader objectives. By aligning the feedback with their goals, you can illustrate how addressing the feedback directly contributes to achieving their desired outcomes. This approach not only clarifies the relevance of the feedback but also reaffirms its importance in their development and success, fostering a clearer path forward in the coaching journey.

In my opinion it is useful to reflect on the objectives and give examples of other solutions that could be more effective. Being in constant search for the most effective procedure creates a solid and sustained bond, transforming doubt into motivation and certainty. Even encourage you to design possible options and put them into practice. Then, evaluate them and compare.

As part of coaching we ask for the goal of the session in the coaching agreement and reflect back on the found solutions at the end. Help the client to reflect and summarize on those. Motivate to get a picture and small signs when changes to the better happens and who will notice it.

Durante uma sessão de coaching, um cliente expressou dúvidas sobre o feedback recebido. Para oferecer suporte, criei um ambiente seguro, validei seus sentimentos e forneci exemplos específicos. Relacionei o feedback aos seus objetivos e ofereci apoio contínuo. Essa experiência destacou a importância dessas estratégias. 😊

I believe that doubt strengthens. Doubt does not show insecurity. The doubt comes from curiosity and the desire to improve. Doubt is the beginning to ensure what works and improve what can be more effective

A few ideas: Create a Safe and Supportive Environment: Foster an atmosphere of trust and confidentiality where clients feel comfortable expressing their concerns and doubts. Encourage Open Dialogue: Invite the client to share their perspectives and ask questions, ensuring they feel heard and understood. Validate their feelings and provide clear, rationale explanations for the feedback given. Use Constructive Examples and Evidence: Offer specific examples and evidence to support the feedback, making it more tangible and understandable. Highlight positive aspects and areas of improvement to create a balanced and constructive discussion.

An important part of coaching it’s being open minded and non bias. At the end of the day this is about the person receiving the coaching. When we go through certain moments in sessions where feedback is in place, we must remain open to what the receiver is feeling and how they want to move forward. Ultimately, that’s what you’re helping your coaching clients do, move forward with their new awareness. Things that help with this, it’s not to take what they’re experiencing personal and more so be an observer and support by expanding on the awareness. Secondly, embrace confidentiality, and trust during the conversation. As this should be an existing part of your standards and policy as a coach. Last but least, ensure you’re listening well.

Make sure as the coach, you don't contribute to the conversation that would confuse the client. Stay out of the way of the client engaging their own goals.

Como Carl Rogers destacou, "O único homem que está educado é o homem que aprendeu a aprender e mudar." Quando um cliente questiona o feedback dado, é importante abordar suas dúvidas com empatia e abertura. Incentive uma discussão construtiva, perguntando especificamente quais aspectos do feedback são incertos ou contestados. Isso demonstra respeito pelas percepções do cliente e proporciona uma oportunidade para esclarecimentos. Explique a base do seu feedback, utilizando exemplos concretos e, se possível, dados para apoiar suas observações. Encoraje o cliente a explorar as razões por trás de suas reações e a considerar diferentes perspectivas, promovendo um ambiente de aprendizado mútuo.

I think when the feedback comes from others it is easier to support the coachee as you are detached from it. If the feedback is coming from you and what you have observed, this could cause conflict. I have few things that work for me: 1. This is just my perspective- I could be wrong. 2. They don’t have to accept it. 3. Don’t let your ego get involved to prove you are right - this will make the coachee less inclined to explore. 4. Be clear about what you observed and the impact it had. 5. Check your language so it is not a personal attack. 6. Allow your coachee time to process it and feel their emotions. Maybe split the sessions (one for delivering/feeling the feedback and one for working through it after the emotional response).

Non directive coaching is a safe way to frame up a high percentage of scenarios. Essentially it’s splitting coaching vs advisory in a 20/80 split. Advice in a situation where there is little to no experience and proof of results are duly questionable, so working to elicit options from the client, then working through a decision making process to help them look with another perspective at their own situation (and leverage their own expertise) is something I’ve found works very well. It’s also a great way to get buy in, and empowers the client to make it happen - as opposed to self sabotaging and blaming "bad advice".

Non directive coaching is a safe way to frame up a high percentage of scenarios. Essentially it’s splitting coaching vs advisory in a 80/20 split. Advice in a situation where there is little to no experience and proof of results are duly questionable, so working to elicit options from the client, then working through a decision making process to help them look with another perspective at their own situation (and leverage their own expertise) is something I’ve found works very well. It’s also a great way to get buy in, and empowers the client to make it happen - as opposed to self sabotaging and blaming "bad advice".