How do you manage feedback and coaching across different levels of your org?

Feedback and coaching are essential skills for any leader, but they can be challenging to apply across different levels of your organization. How do you tailor your approach to meet the needs and expectations of your direct reports, peers, and senior managers? In this article, you'll learn some practical tips and best practices to manage feedback and coaching across different levels of your org.

1 Know your audience

Before you give feedback or coach someone, you need to understand their role, goals, and challenges. What are their strengths and areas of improvement? How do they prefer to receive feedback and coaching? What are their motivations and aspirations? By knowing your audience, you can adapt your tone, language, and examples to make your feedback and coaching more relevant, effective, and respectful.

Add your perspective

Sheneka Balogun, Ed.D, MBA

Senior Strategy & Transformation Executive: Change Management • Cross-functional Alignment • Culture Building ➢ Leading and advising transformations in Education, Nonprofit, and Tech to support strategic objectives.
Report contribution
Creating a culture of feedback and coaching is the bedrock for a highly engaged workforce dedicated to continuous improvement. Leaders at the top of the organization must model growth and development geared towards organizational success by actively listening to employee feedback themselves and sharing their own motivations, aspirations connected to the vision and mission. An investment in training and other tools and resources to equip leaders on proven, agile methods surrounding performance management are vital as well.

Like

Unhelpful
Jyotshna Gunturu

Mom of two wonderful daughters.Special Education Teacher at Cherry Creek School District/Educator l Doctoral student Special Education/Content Writing | Curriculum Specialist
Report contribution
Fostering a culture of continuous improvement, employee development, and organizational success depend on effectively managing feedback and coaching at all organizational levels. Create a culture that appreciates and promotes feedback at all levels. Make it evident that accepting and providing feedback is necessary for personal and professional development and that the goal is to improve, not criticize. Training: Teach managers and staff how to provide and receive feedback successfully. Present courses or materials instruct active listening, empathy, and constructive feedback. An individual's performance and conduct may be more thoroughly viewed using this multi-perspective method. Help staff members develop specific, attainable goals.

Like

Unhelpful
Jordan Willshear

Quality & Development Specialist @ Subfero
Report contribution
Managing feedback and coaching across different levels of your organization requires a tailored approach. For executives, focus on strategic leadership development and providing constructive feedback to enhance decision-making. Middle managers may benefit from coaching on team leadership and communication. Frontline employees can receive feedback on performance and skill development. Implement regular check-ins, offer diverse coaching methods, and create a culture of continuous feedback to support growth at all levels.

Like

Unhelpful

2 Be specific and timely

Feedback and coaching should be based on specific observations and evidence, not vague impressions or assumptions. You should also give feedback and coaching as soon as possible after the event or behavior, not weeks or months later. This way, you can avoid confusion, resentment, or memory loss, and help the person to recall and act on your feedback and coaching.

Add your perspective

Sean McPheat

Founder/CEO @ MTD Training - 9,000+ Clients, 5 Awards - Management & Leadership Training, Sales Development Programmes | Founder/CEO @ Skillshub - Lease our 800 LMS Ready Courses or Use On Our Learning Platform
Report contribution
In my opinion, feedback should always be based on facts not opinions. It should be focused on what happened and not personal. All of your people need to be trained on how to deliver specific feedback that is helpful and timely. Each person should also be trained on how to receive feedback in the right way and how to analyse it, so that it is helpful to them.

Like

Unhelpful

3 Balance positive and constructive

Feedback and coaching should not be only about pointing out mistakes or weaknesses, but also about recognizing achievements and strengths. You should balance positive and constructive feedback and coaching to build trust, confidence, and motivation. Positive feedback and coaching should be sincere, specific, and frequent, while constructive feedback and coaching should be respectful, actionable, and supportive.

Add your perspective

4 Adjust your style and level

Feedback and coaching should not be one-size-fits-all, but rather tailored to the style and level of the person you're addressing. For example, you may need to be more direct and assertive with your direct reports, more collaborative and diplomatic with your peers, and more strategic and concise with your senior managers. You may also need to adjust the level of detail, complexity, and feedback you provide depending on the person's experience, expertise, and development needs.

Add your perspective

5 Seek feedback and coaching yourself

Feedback and coaching are not only for giving, but also for receiving. As a leader, you should seek feedback and coaching from different levels of your organization to improve your own performance, skills, and relationships. You should be open, humble, and curious to learn from others, and act on their feedback and coaching. You should also thank them for their time, honesty, and support.

Add your perspective

6 Follow up and measure progress

Feedback and coaching are not one-time events, but ongoing processes. You should follow up with the person you gave feedback or coaching to, and check their progress, challenges, and results. You should also provide ongoing support, guidance, and recognition as needed. You should measure the impact of your feedback and coaching on the person's behavior, performance, and goals, and adjust your approach accordingly.

Add your perspective

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

Add your perspective

Brian G Amos

Registered Manager at National Fostering Agency (NFA)
Report contribution
Feedback travel loop Mature organisations promote the free flowing of feedback up and down and across the organisation. Feedback should not be stymied by hierarchy, particularly as everyone in the organisation will have a perspective on their experience in the organisation, and how services are being provided. Crucially, feedback must be readily obtained from residents, service users, customers and clients. This is vital in focussing on improvements and recognising talents and successes.

Like

Unhelpful

How do you manage feedback and coaching across different levels of your org?

1

2

3

4

5

6

7

1 Know your audience

2 Be specific and timely

3 Balance positive and constructive

4 Adjust your style and level

5 Seek feedback and coaching yourself

6 Follow up and measure progress

7 Here’s what else to consider

Staff Development

Rate this article

Thanks for your feedback

More articles on Staff Development

More relevant reading

How do you manage feedback and coaching across different levels of your org?

1

2

3

4

5

6

7

1 Know your audience

2 Be specific and timely

3 Balance positive and constructive

4 Adjust your style and level

5 Seek feedback and coaching yourself

6 Follow up and measure progress

7 Here’s what else to consider

Staff Development

Rate this article

Thanks for your feedback

Explore Other Skills