Coaching and Mentoring Tip Sheet

Giving and receiving feedback can be difficult – very few people like being told...and, in some ways, it can be counter-productive.

Coaching promotes meta-cognition and reflective practice with participants to facilitate self-generated feedback, for example:

  • What has stood out for you?
  • What has surprised you?
  • What went well?
  • What is getting in the way?
  • What could you have done to produce a different result?
  • What have you learned?
  • How will this change what you do?
  • How are you going to use what you have noticed to inform your thinking and behaviour?

At times; however, a coach may be required to provide feedback. It is important the coach asks permission of the participant before doing so.

Feedback should only be provided when there is a resonant strength in the coaching relationship, and at an appropriate time.

Here are a few tips to promote effective feedback:

  • Feedback should be respectful, objective, evidence based and clinical. It should be solutions focussed, specific and relate to a process, rather than the person
  • Feedback should be provided in a manner that establishes its intent and allows the participant to draw conclusions
  • The ratio of positive feedback to negative feedback should be at least 3:1
  • A coach can model receiving and acting upon feedback by requesting feedback around his/her coaching practice to inform its development.