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Three Levels of Coaching Feedback

Fri,Mar 21,2014 @ 04:22 PM

Coaching objectives

What are the objectives we can implement when coaching and providing feedback? There are three high-level objectives you can use:

First, when someone is reluctant, continue to ask questions and gain clarification about why the performance is lacking.

Second, if someone is agreeable or somewhat agreeable, pursue actions, as well as, focus on their effort to ensure that they are truly engaged in the coaching process.

Third, if someone is totally agreeable, stop asking questions and pursue actions and activities to facilitate the performance being sought. It's imperative that we don't simply ask questions and do nothing with the response or the information we've received. The ultimate goal of any coaching session is to first gain clarification, get the employee to agree that they need to pursue actions to get better; and then ultimately execute on those actions to drive the performance.


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Tim Hagen

Written by Tim Hagen

Tim Hagen founded Progress Coaching, a Training Reinforcement Partner Company, in 1997. His entrepreneurial career began in college leading to positions in sales, sales management, and sales training for small and large corporations, and eventually ownership of several training companies. He possesses a unique combination of hands-on experience, academics, and innovative insight to solve the industry’s most common challenges. Tim holds a bachelor’s degree in Adult Education and Training from the University of Wisconsin, Milwaukee.

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