Feedback and Coaching Approaches

October 23, 2013

We all know the importance of feedback and coaching when it comes to creating a high performance team.   How frequently do you supply it?   Do you think it is best to supply feedback evenly or focus more on those with development needs or focus on your best performers?  Today I will share my thoughts on these questions.

My personal philosophy is that feedback and coaching provides employees opportunities to improve themselves and become more effective.

My Approaches to Feedback & Coaching:

Working one-on-one (giving direct feedback, encouraging risk taking, providing support when employee is faced with impediments)

Teaching them how to learn (helping them learn from their experiences (lessons learned), help them find others to support their learning, showing them how to get feedback on their performance)

Identify learning opportunities (showing the areas where they can teach, coach, and mentor others, identifying new projects that will stretch their skills, encouraging them to make their development goals transparent so they can benefit from the feedback of others, helping them to discover their strengths and how to utilize them.)

 

Fruequency

I’ve never had a formula for frequency.  Coaching is something that I do often; the one-on-one time may be less frequent, but getting an employee to learn “on their own” is the main focus.

So, where do I focus my feedback and coaching?

EvenlyEveryone faces new and different challenges whether a high performer or otherwise.  Coaching helps to supply new viewpoints and learning opportunities.  If I am actively working on a specific growth area (either with a high performer or average one) and the achievement is time boxed, feedback and coaching might occur more often with that person.

I would love to hear your philosophy and maybe even some tips about feedback and coaching.

 

 

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