Feedback
Green Light: Let’s Get Going
1. Ask people to itemize the best way to approach them when they exhibit strengths and how they would like to receive that feedback, and when they need some correction what’s the best way to approach them constructively. 2. Give them some time to complete both of those questions as an activity as it’s very powerful and gives you the coach insight on how to approach and coach.
Yellow Light: Needs Attention
1. Use strengths as a catalyst to open the doors of opportunity. A three to one ratio is wise, specifically starting with three strengths they’ve exhibited and then lead into the one area they can improve as an opportunity. 2. When providing such feedback, ask them to list things they’re going to do to support the strength-based feedback as well as the areas of constructive feedback. Give them a few minutes to do this after receiving the feedback.
Red Light: Needs Immediate Attention
1. Assuming you’ve been coaching for a while, typically resistance to feedback or lack of acceptance could be due to low willingness or it’s just taking longer than one might hope. 2. Facilitate a conversation around improving one’s feedback immediately and lead with the statements such as: We need to accelerate our ability to embrace feedback, and hearing that, I want you to write two or three things you can do to immediately facilitate that, and then next to each item illustrate the benefit to you if you make those changes.
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