Giving feedback to the people we coach can be very powerful and it's extremely important. To help us improve our feedback skills and our impact as a coach, here are five guidelines to follow. 1. Feedback should be specific. Instead of saying something general like, "I've noticed that you tend to be critical of your co-workers," provide examples like "During the three o'clock meeting yesterday you dismissed Sean's idea and it seemed like you were uninterested in his perspective. Was that your intent?" Don't assume you know what they're thinking. Ask, focus on observable
actions, sticking to facts, and make sure you link your feedback to a specific
outcome. What's the result of the behaviour you are discussing? "I heard great
things about you from a guest this morning. That new weekly follow-up strategy, it's working." Employee’s changed a behaviour and the result is greater guest satisfaction. Be
specific and highlight why the behaviour matters.
Made with FlippingBook - professional solution for displaying marketing and sales documents online