Providing Balanced

and Helpful
Feedback

Basics of Providing Balanced Feedback

Feedback can be directed at coachees:

Intent
What the coachee is
trying to do? E.g. The
coachee may have
intended to keep the
meeting on track

Action
What did the coachee
do? E.g. To keep the
meeting on track the
coachee established a
specific agenda and
asked a team member
to serve as a
timekeeper.

Impact
What was the impact of
the coachees action?
E.g. Unfortunately
some of the team
members felt rushed
by the time
management actions
taken and became less
active during the
meeting.

Basics Components of Feedback Process

Feedback content should include:
1)The situations in which your observations were made
2)The observations of the employee in action
3)The impact of the employees behavior r actions on the coach
Before offering feedback the following should be done:
1)Set the stage for your feedback discussions in a way that will encourage
the maximum degree of openess which is essential to learning. The
location,degree of confidentiality and timing should be appropriate
Feedback should be solicited by the employee.
Focussed on what the employee is trying to accomplish or wants to learn.
Given with a frequency appropriate to the employee, context and challenge
Given whenever possible right after an action and the employees reflection
on his/her action.