Here's how you can enhance your skill acquisition process using feedback from coaching sessions.

When coaching clients, there are two strategies that always work to help skill acquisition from feedback. First, when you get the feedback, play out how to integrate the feedback into your work. Check for your understanding. Talk about how to apply the feedback. Understand clearly what should be done differently. Walk through scenarios incorporating the feedback. Second, apply the feedback as soon as possible. Don't be afraid to apply what you learn. Be proactive. Find ways to apply what you learn asap. Adults learn best through practical application. See the application of feedback as an opportunity to build new muscle. You can talk all day about what it's like to weight train, but you won't see results until you lift that weight!!!

Feedback is growth turned inside out. Your coach is your trusted partner, working alongside you to propel you towards your goals. Take the feedback as a step in your growth journey. Be open & clarify to onboard feedback. Develop an action plan. And focus on implementation.

Uma coisa precisa ser considerada sobre feedbacks. O melhor feedback dos subordinados e pares é o confidencial. Já do líder do executivo ou outros superiores é sempre importante o coach considerar o feedback não confidencial, caso isso esteja dentro da cultiura da empresa. Os executivos costumam ser menos resistentes aos feedbacks de superiores, e pouco receptivos com feedbacks de subordinados. Dito isso, é muito importante trabalhar 1 ou máximo 2 comportamentos para melhorar o que precisa ser melhorado. Isso no mínimo 9 meses, e ideal 01 ano. Esse último é um prazo considerado ideal dentro das pesquisar de mudança de comportamento.

Understanding perspectives is critical and what suits you best...we must understand that the need for feedback as opening up and breaking down what happened or what happens vis-a-vis what can be better. There must be the openness of trying out what can be different, if not better and then decide whether to imbibe the new ways or take a call on discarding. Whichever be the case, we definitely land up learning, reflecting and getting better....

Always align feedback with your intended or planned objectives in your development plan. Every feedback counts towards your overall objective.

Focus is important. Don't try to take on too much at once. Think about the two or three things that you want to work on and put anything else on a waiting list. If a coach suggests that you work on a long list of 'must dos' or 'must drops' then you have the wrong coach. It is helpful to have clear objectives but keep these flexible - as you progress with your development things to do/change will become clearer, not least as the work/life environment changes around you. And if things are not working sit down with your coach and be prepared to discuss whether they are still the best person to help you. Even if the answer is NO they should be able to recommend someone to help on the next stage of the journey.

I think of goals as the homework I do that helps me change my behavior...the change may take many steps and a longer period of time. My goals for the week are what I'll do this week to put me on the path to change.

Las metas SMART (específicas, medibles, alcanzables, relevantes y con un plazo determinado) son cruciales en el coaching ejecutivo. Brindan dirección, motivan, facilitan el seguimiento y alinean el desarrollo con las necesidades del negocio. ¿Cómo se establecen? Identificar aspiraciones Analizar la situación actual Establecer metas SMART Desarrollar un plan de acción Monitorear y evaluar el progreso

Goal setting is not always about following a framework or process. Don’t be afraid to create your own approach to goal setting. Identify what’s important for you? What will you gain if you achieve it? What will you lose if you don’t achieve it? What does the goal symbolize for you? Who else do you need to collaborate with to make the goal a success? What communication is required around the goal and to who all? What do you need in place to reach your goals? What specific actions will help you get those things in place? What in the past has worked effectively and successfully for you to achieve your goals? What deadlines and milestones will keep you on track? What do you need to sacrifice in order to achieve your goal? Focus. Plan. Execute!

Action Plan for Learning Make a weekly goal of what you want to learn. Now unless you make a conscious plan to learn you will not be able to invest time and effort into it. So make a weekly plan. To chart out what actions you will take to build skills next week. Keep it small and manageable. The plan should be very specific. Attach an outcome to the action. Answer the question - " what will happen as a result of you taking the action?" Once you have set the action plan, make it a top priority for the week. Now unforeseeable things will happen. And the time you set for yourself will get used up in some other stuff. Keep the learning action as a top priority. You may shift the time. Just get it done within the same week.

Si bien es cierto que la inacción puede mantener el statu quo, afirmar que "no pasa nada" es una simplificación que ignora las oportunidades y riesgos potenciales. Oportunidades perdidas: Crecimiento personal y profesional: La inacción limita el desarrollo de habilidades, la adquisición de conocimientos y el logro de objetivos. Impacto positivo: Tomar acción puede generar cambios positivos en uno mismo, en los demás y en el entorno. Satisfacción personal: Alcanzar metas y superar desafíos genera una profunda sensación de logro y satisfacción.

Movement is where the magic happens. In a world that struggles to innovate and implement, simply taking action with the best intentions is often more than what 99% of people do. While not the answer itself, action is the gateway to figuring out exactly what you need to do. It's the only way to get real-life feedback when the rubber hits the road. Avoiding the importance of movement and action guarantees failure. It can create passivity and disengagement in the self or any organization infected with this unhelpful plague.

Aquí es muy importante ir de la mano del ¿Cómo...?, puede que tu definición de acciones posibles no te lleven donde quieres llegar, entonces si el propósito no es cuestionable para ti, solo tendrás que seguir buscando los ¿cómo lo logro o cómo lo hago? (en metro, micro, burro, taxi...)

Realization and self awareness is the first key step. However, no clear tangible action to apply that realization equates to useless knowledge that’s collecting dust on the shelf of your mind. True success and results come from taking clear actions, consistently, to observe how things shift towards the outcome you desire… tweak whatever else you think will further enhance your success. In the end, it’s the actions that truly seal the deal. So how do you get to taking actions? Identify what are the minimal viable steps that will help you move in the direction of your choice. Break it down into step by step. Predict the outcome the steps will lead you. Commit to when you’ll take the action. And just do it! All this is driven solely by you.

Ask yourself key questions: What did I learn? How did I feel during the process? What do you think I could do differently next time? Discussing these questions with your coach can uncover blind spots and provide new strategies for improvement. Incorporate different methods of reflection to suit your learning style. This might include mind mapping, discussing with peers, or recording voice memos. The goal is to make reflection a consistent and integral part of your routine, enabling you to refine your skills and approach continuously.

Regular reflection enhances metacognition, a crucial skill in fast-paced and innovative marketplaces, enabling swift decision-making and forward-thinking strategies. In a world that values clarity, reflection serves as the conduit for gathering insights, catalyzing meaningful change, and unlocking rapid progress. Reflection equals clarity. Clarity leads to action. Action leads to results. Reflecting on results enhances clarity. Rinse and repeat ad infinitum.

Reflexionar y evaluar los resultados de nuestras acciones es un paso crucial en el proceso de aprendizaje y crecimiento personal. Esta práctica nos permite: 1. Identificar aciertos y desaciertos: Analizar qué funcionó bien y qué no. Comprender los factores que influyeron en los resultados. Obtener información valiosa para tomar mejores decisiones en el futuro. 2. Fortalecer nuestras habilidades: Reconocer las áreas en las que necesitamos mejorar. Desarrollar estrategias para superar obstáculos y dificultades. Aumentar nuestra confianza y capacidad para enfrentar nuevos desafíos. 3. Aprender de nuestras experiencias: Extraer lecciones valiosas de nuestras acciones. Evitar cometer los mismos errores en el futuro.

Uma vez um treinando de liderança me disse, Cris, estou pensando mais antes de realizar qualquer coisa. Maravilha disse eu. Parabéns. Refletir, analisar nem sempre é tão fácil. As vezes o tempo é pequeno para tomada de decisão. Mas será sempre mais justo e adequado se for passado na peneira nos ações emocionais. Pensar, Sentir e analisar fazem parte de um tripé importante para todo líder. As ações, comportamentos que são tomadas sem essa reflexão podem prejudicar decisões importantes.

Podes reflexionar sobre las acciones implementadas sin dudas permite habilitar mejoras en post de nuevas construcciones que resignifiquen y potencien valor. Además de conducirnos hacia nuestro interior y profundizar y potencias nuestros valores.

A robust support system will help you overcome the inevitable obstacles of the behavior change process. Use these 3 ways to start. 1. Make it social - Look for people interested in the same skill - Discuss challenges and strategies for overcoming them - Hold each other accountable with regular check-ins 2. Get a mentor - Get advice from someone who's already built the skill - Ask for help tailoring feedback to your learning style and goals - Get help connecting with valuable learning materials, tools or other people 3. Leverage online resources - Explore various resources (free & fee) - Join a forum / online discussions associated with the skills you want to learn - Choose a program or app to help you learn, practice and track progress

It is important to be open and receptive to the support we seek. In addition to seeking mentorship and sponsorship opportunities, be open to support from other aspects of your life, including how you can support yourself in your journey.

Na minha experiência como mentora, psicóloga, coach, treinadora, percebo o quanto faz sentido ter uma rede de apoio para seu desenvolvimento. Nem sempre vem da família. Vem das pessoas próximas, colegas, líderes, pessoas que percebem seu talento e estão dispostas a ajudar. Acreditam no que seu coração está dizendo. E investem tempo e vontade para te impulsionar. Sempre que sinto, vejo uma pessoa que precisa de um apoio eu dou e curto muito, me sinto realizada ao ver seus primeiros passos dando certo. Seja anjo, padrinho de alguém!! Irá trazer crescimento a você também.

Share your SMART goals with your coach and ask for their input on whether they align with the feedback you receive. Then, discuss strategies for overcoming specific challenges you encounter in implementing your action plan.

Developing new skills can be daunting, but seeking support is crucial for success. When I transitioned into a managerial role, I felt overwhelmed by the new responsibilities, I connected with a peer coach for tailored guidance and feedback, joined a leadership group for diverse perspectives and practical advice, and sought mentorship from senior colleagues, who shared valuable insights and inspiration. This robust support network transformed my challenges into opportunities for growth, underscoring the power of collective wisdom and encouragement in overcoming obstacles and staying motivated.

Repetition with the objective of getting better than the previous time, everytime is what leads towards excellence. That's what sports people do. That's what most artists and musicians do. Practice, receive feedback, improve, practice, perform, receive feedback... It is like building a muscle. A single action doesn't do any good. But repetitive single actions go a long way. What's important is to get feedback if things are going right. In the actions and in the outcomes.

This cycle of iteration is called life! We do it every day, whether consciously or not. Actively engaging in your development is what makes you stand out from the crowd and helps define who we say we are. Be willing to sit with the feedback and hash it out with a trusted coach or mentor - not every piece of feedback is worth hanging on to. Being sure to add context to who is giving you the feedback as part of your iteration is key to helping you find you and not turning into what others want you to be.

Iteration goes hand in hand with reflection. That is, iteration is not mere repetition, doing the same thing over and over again. Iteration is doing, reflecting on what can or should be improved, and redoing with those improvements. "Doing the same thing and expecting different results is proof of insanity," Einstein said. Thus, iterating is not just a process to evolve skills. It is also to gain more knowledge and develop the attitude of always looking for improvements. It is the coach's job to guide people so that they realize what is needed for superior performance and decide to pursue it.

Challenge the feedback to make the giver explain it better, making it actionable for you. Ask for examples to set benchmarks for performance. Seek feedback on critical aspects from more than just the coach. It is important to get multiple perspectives. Consider what's in the feedback that makes it relevant for you at the current stage of your career/ life. Also consider the support you may need to make a change - we forget to ask for help much too often.

Create a feedback log immediately after each coaching session, detailing specific points of advice. Set measurable goals based on this feedback and schedule regular self-assessment intervals to track your progress. This structured approach ensures continuous improvement and accountability, enhancing the efficiency of your skill acquisition. Try it, and let me know your thoughts!

Coaching traditionally works on improving behaviors. Try another approach by associating improvements with measurable business results (i.e. increase revenue or sales). This can help provide more motivation & incentive to follow through on the feedback provided.

Here are several hints which help me both personally and professionally: 1. As feedback also includes a projection of the one who gives it, not every bit deserves to be internalised — be honest with yourself identifying what is about you really and therefore needs to be followed through; 2. Take time to explore what beneficial was there in the behaviour you want to change; 3. Find a clear way how you will keep or replicate the positive in the new behaviour or skill you plan to develop; 3. Create space for experiment. You need a loyal and supportive environment to let yourself try, mistake and learn. The more critical the skill, the higher the importance of such a sandbox.

Beyond these steps, consider the broader context of your professional development. Are there additional resources or training opportunities that could complement your coaching sessions? Remain open to new learning experiences that can enhance your skills further.