Providing Feedback: Bad Feedback versus Good Feedback (Your first-ever Business e-Coach)

Твой первый Бизнес e-Тренер - ОТКРОЙ ТАЙНЫ синергетикИ и ИЗМЕНИ МИР!

Bad Feedback vs. Good Feedback

Helpful Hints for Providing Feedback

Main source: "The Tao of Coaching", Max Landsberg, 1997

"Life is like a combination lock; your job is to find the right number, in the right order, so you can have anything you want."

Bad Feedback	Good Feedback	Helpful Hints
Focuses on blame; creates defensiveness and confrontation	Focuses on improvements - achieved or possible; creates trust and cooperation	Create a contract to discuss issues; use motivational coaching techniques Acknowledge coachee's feelings and needs Don't emphasize the fault; suggest a remedy
Does not improve skill	Improves skills	Focus on 'problem' not the 'person' Jointly paint the picture of desired skill Jointly develop practical steps
Undermines confidence and self-esteem	Increases confidence in ability and potential	Joint create positive - as opposed to negative - goals. Positive pleasure-oriented goals are much more powerful motivators than negative fear-based ones. Balance negatives and positives - the right combination of both is the most powerful motivating mix. Teach the coaches the rules of self-motivation
Leaves person guessing	Clarifies the current position and what to do next	Verify with effective questions; ask for coachee's recap Joint develop an action plan
Leaves person feeling 'judged'	Leaves person feeling 'helped'	Use the Action - Impact - Desired Outcome (AID) model Invite the coachee to assess own performance first; guide him/her by asking effective questions Offer support for future