TIPS 4 THE COACH (Part 9a) Get your FREE Coaching/NLP Coaching Tips Visit http://coachingmedia.blogspot.com Giving Feedback Demonstrating how to perform a procedure improves your skill level--but does nothing to improve the coachee's skill level. So spend more time requiring the coachee to demonstrate his or her skills and provide appropriate feedback. (ST) The coachee is likely to be her or his worst critic. So begin your feedback session by asking, 'What did you do that makes you feel positive and proud?' (ST) Instead of singling out one individual in a group who needs improvement, find another person in the group that individual works well with, and enlist the aid of the other person to deliver the comments or encouragement needed. Many people find criticism easier to take if it's not from the teacher. (Kaye Vivian) Be open to receiving feedback on your coaching. The best coaches learn also. Model the 'best practices' of receiving feedback (it might just be a test). (Jane Koroniak) Describe why the skill/behaviour (etc.) is important. Outline the steps/expectations/objectives/outcomes involved Demonstrate or model what is required. Catch the coachee doing something right. Measure and Incent. (Elaine Allison) If a client is resisting a request have him/her look at the value they are receiving from resisting by asking, "By not doing what you said you were going to do tells me that you're receiving some value in resisting, what might that be?" or "I'm sensing some resistance here, what would you rather be doing?" (Lou Russell)
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