The Power of Feedback: Embracing a Coaching Mindset
In recent years, we’ve seen a significant shift in leadership styles, with leaders increasingly adopting a coaching approach.
This time of year is often tough for employees facing unexpected organisational changes. Employees can be caught off guard when placed on a performance improvement plan, especially if they believe they’ve been performing well. It can feel as if the rug has been pulled out from under them. We all need positive reinforcement to reassure us that we’re on the right track.
The absence of timely feedback can lead to frustration and confusion, as we might perceive we’re doing a good job, only to be met with unexpected performance interventions.
Genuine feedback demonstrates that someone cares about your growth and development. Radical candour, which advocates for direct feedback, is essential. However, it’s crucial not to overlook the element of care.
As Kim Scott shares in her brilliant TED Talk, the balance of honesty and empathy is vital. Check out the first six minutes of her video for a deeper understanding of this concept.
How do you feel about receiving feedback?
It may fill us with dread, or we may take it in our stride. Regardless of our personality traits, the good news is that we can all improve in both giving and receiving feedback.
In a recent Get Amplified podcast episode, Tracy Reis shared a valuable perspective,
The right feedback at the right time can be the difference between stagnation or transformation.”
That’s a powerful thought. If we can approach feedback with an open mind, it becomes a tool for growth rather than criticism.
Listen to the Episode
Practical Tips for Giving Feedback
This conversation really felt like a coaching session in feedback. Two key points that we should consider when providing feedback are:
Make it timely: Don’t wait six months to point out something from the past. Give actionable, specific input in the moment—it’s kinder, more effective, and much more productive.
Make it safe: Creating a psychologically safe environment encourages openness. If people know you’ve got their best interests at heart, they’ll lean into growth.
Here’s how to master feedback delivery without the awkwardness:
- Start with the “safety announcement.” Be upfront: “This might be a tough conversation for both of us, but I’m here because I see your potential.”
- Be specific. Avoid vague statements like “You’re disengaged.” Instead, say: “In the client meeting, I noticed you were on your phone and not making eye contact. How do you think that came across?”
- Let it land. After you’ve shared your feedback, give the person time to process. Revisit the conversation later for a constructive follow-up.
- Praise with balance. Positive feedback is great, but too much can inflate egos. Balance praise with areas for development to keep growth on track.
Ask Questions
Sometimes, the way we frame feedback can be more impactful than the feedback itself.
- Ask thought-provoking questions. Instead of saying, “You need to be more engaged,” try asking: “How do you think your actions contributed to the team’s success today?” This shifts the conversation from criticism to reflection.
- Use questions to create ownership. When individuals come up with their own solutions, they’re more likely to follow through. For instance: “What could you do differently in the next meeting to improve collaboration?”
- Foster a growth mindset. Questions help people reframe challenges as opportunities. Ask: “What did you learn from this experience, and how can we apply it moving forward?”
By leading with questions, you create a partnership in the feedback process, empowering your team to take charge of their development.
Actively Listen
Of course, feedback is a two-way street. It’s not just about telling; it’s about hearing.
- Be curious, not judgmental. Instead of making it about “you didn’t do X,” turn the lens to “we.” For example, “I think we lost our way a little bit in that client pitch”
- Ask before you tell. Start with questions that help people reflect. It’s collaborative, not a lecture.
Closing Thought
Feedback isn’t about judgment—it’s about investment.
When someone takes the time to give you thoughtful feedback, they’re showing they care about your growth. Embrace it as the gift it is.
Remember, the two ears, one mouth mantra. Feedback isn’t just about correction—it’s also about being vulnerable, collaborative, and fostering an environment where all voices are heard.
If you’ve got a challenging conversation you need to have with someone and need someone to talk to, we’re happy to lend a pair of ears: Book a 15-minute call with Vic
Further Learning
Check out the book Coaching for Performance by Sir John Whitmore which covers the GROW Model, a popular coaching framework.
GROW stands for:
- Goal: Define what you want to achieve.
- Reality: Understand the current situation.
- Options: Explore possible options and strategies.
- Will: Determine the way forward and commit to action.
This model is widely used in coaching and leadership development to help individuals and teams achieve their goals.
A Bit About Us
We are a team coaching company – supporting you from the side lines – dedicated to accelerating organisational performance. We partner with leaders to navigate complex change and operational challenges to unlock the full potential of their teams. Despite the ever-increasing use of technology, organisations are powered by people.
How fast you go is determined by how you work together. We are passionate about the difference we can make in partnership with our clients.
