Coaching Feedback: BAD FEEDBACK vs. GOOD FEEDBACK (Your first-ever Business e-Coach)

Bad Feedback vs. Good Feedback

Helpful Hints for Providing Feedback

By: Max Landsbeg, the author of The Tao of Coaching

Experience is not what happens to you, it is what you learn from it.

Bad Feedback	Good Feedback
Demotivates, focuses on blame; creates defensiveness and confrontation	Encourages, focuses on improvements – achieved or possible; creates trust and cooperation

Helpful Hints

▪ Create a contract to discuss issues; use motivational coaching techniques.

▪ Acknowledge player's feelings and needs.

▪ Don't emphasize the fault; suggest a remedy.

Actionable Feedback

AID Model

Constructive Feedback

for Teachers

People Skills 360

Bad Feedback	Good Feedback
Problem-oriented; does not improve skills	Solution-oriented; improves skills

Helpful Hints

▪ Focus on the problem, not the 'person'; uncover root problems.

▪ Jointly paint the picture of desired skill.

▪ Jointly develop practical steps.

Creative Problem Solving

Turn Problems To Opportunities

for Teachers

Soft skills Pyramid

Bad Feedback	Good Feedback
Undermines confidence and self-esteem	Increases confidence in ability and potential

Helpful Hints

▪ Jointly 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 coachee the rules of self-motivation.

Coaching

Benefits

Motivational Coaching

'Why? What If?' Questions

for Teachers

People Skills 360

Bad Feedback	Good Feedback
Leaves person guessing	Clarifies the current position and what to do next

Helpful Hints

▪ Verify with effective questions; ask for player's recap

▪ Develop an action plan jointly

GROW Model

5 NLP Steps to Success

for Teachers

Manager++

Bad Feedback	Good Feedback
Leaves person feeling 'judged'	Leaves person feeling 'helped' and inspired

Helpful Hints

▪ Use the Action – Impact – Desired Outcome (AID) model

▪ Invite the player to assess own performance first; guide him/her by asking effective questions

▪ Offer support for future

Virtuous Circle of Growth and Success

NLP Approach To Feedback

Innompic-style Feedback → Feedback Form

① Liked Most ② Learned ③ Suggestions

Examples of Feedback → Kseniya | Farah | Suprima

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