Six Principles for Effective Feedback
A few months ago we discussed the importance of adopting a coaching style of management in the workplace. Now, let’s look at how an effective coach would offer feedback in the office.
Feedback is continuous and in the moment. A good coach understands that the most effective feedback is given right or near the time the issue requiring feedback is raised.
Feedback is honest and conversational. A good coach doesn’t talk down to his players; but he is real with them (this means no office politics and no backhanded comments).
Feedback is inquisitive instead of forceful. A good coach empowers the team members with self-directed questions. He guides with questions instead of instructs through demands. He looks to have team members take ownership for their own work.
Feedback is specific, not general. A coach offers specific feedback with clear action steps directed toward achieving an objective or increasing performance. The team’s ultimate vision is what fuels the feedback, not a drive for personal gain or power over others.
Feedback is descriptive, not critical. Simply put, critical and judgmental comments destroy performance as it demotivates people. Effective feedback is highly descriptive and objectively points to ways of improvement.
Feedback is mainly focused on building strengths instead of highlighting weaknesses. If your feedback is always focused around the person’s weaknesses, it’s going to frustrate both of you. A good coach knows how to work around certain weaknesses and capitalize on the player’s best qualities and attributes that ultimately serve the team.
Finally, a good coach is always available and listens to his players. He owns his own feedback. Yes, you can ask for feedback on your feedback. If your players trust you, they will feel comfortable giving you honest comments upon your request.
Feedback shouldn’t be about a report or pay raise. Players listen to good coaches not because they are authority figures but because they respect their coach and know that the coach has the players’ and the team’s best interest in mind. If you genuinely care and want to support your teammates as well as your business, your feedback will be welcomed and received.
All effective communication comes from the heart. If, however, you feel “heart” has no place in the work place, you’ll find your feedback falling on deaf ears. Business may be business, but people are still people. When people know you genuinely care, they generally listen. Follow these principles and watch your team’s performance soar.
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