4. Feedback should be tactful.
It's never easy to deliver negative feedback, but colleagues can't improve if they don't know what needs to change. Remember to keep the emphasis on the problematic behaviour or situation rather than implying that someone is a bad person. Keep your emotions in check and be careful with your word choices. It also helps if you try to start your sentences with I, rather than you, to minimize defensiveness. For example, "I am concerned about the tone you used with the guest on the phone this morning." That makes a completely different impact than saying, "You are way too abrupt." 5. Feedback should be ongoing. In the coaching relationship, feedback needs to be a regular part of your ongoing conversations. It's not a onetime event. As trust develops, you should be able to offer real time feedback in formal and informal settings, rather than only scheduled meetings. The best way for employees to grow is by having a coach who is tuned in and paying close attention to their work, someone who cares enough about their success to speak up when they see performance that need honest assessment of what went wrong. When coaches consistently deliver purposeful feedback that is specific, timely, and
compassionate, colleagues will quickly develop the skills they need to accelerate their careers.
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