Providing helpful feedback—constructive and positive—is one of the most critical skills for managers to master. Ongoing feedback helps employees measure progress toward goals and understand if they are meeting expectations. Feedback can and should be both in-the-moment and a long-term relationship to establish and improve a trusting relationship with employees. Over time, tough feedback becomes easier to understand and discuss when direct reports know a manager has their best interests at heart and is able to point out the good the employee has done as well as the things that could be improved.
Managers who provide feedback— any feedback at all, whether positive or negative — see an increase in employee engagement. Where does coaching fit into giving feedback? The International Coach Federation defines coaching with the following sentence: Coaching is partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential. Coaches help people improve their performance and enhance the quality of their lives.
The coach's job is to provide support to enhance the skills, resources, and creativity that the individual already has. In a workplace, coaching is all about bringing positive changes in the behavior of the workforce. It becomes clear to even an outsider that coaching without feedback is incomplete, and one cannot expect a change in the behavior of a person until he is provided with the feedback by his coach.
Feedback is an important part of the training of an individual and is considered an informal method of trying to effect changes in the behavior of employees in the workplace. Feedback is perceived more as a positive advice or evaluation. Feedback is an instrument in the hands of a coach to improve the performance of the workforce. Feedback, if it is in the form of constructive criticism, can achieve wonders as people like to know how they are faring and what they should do to improve.
Coming from Engineering cum Human Resource Development background, has over 10 years experience in content developmet and management. Feedback as the word suggests Feed Back, is informing your employee about a particular past or present event. Skip to content Skip to primary sidebar Perhaps this is a matter of semantics; but in my leadership consulting, I help managers identify the following nuances between coaching and feedback.
Feedback is corrective. Coaching focuses on possibilities. Feedback focuses on adjustment. Coaching is about future behavior. Feedback is about past and current behavior. Coaching is inquiry-oriented. Feedback is scrutiny-oriented. Coaching stems from developmental needs.
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