Feedback for Coaching
This afternoon I have been considering the role of feedback in the coach-client relationship.
The importance of feedback is central to coaching. It is outlined in the contract and central to the process, closing and evaluation of the coaching relationship. It may be used during a session, to close a session or at a suitable point during the coaching relationship as well as terminally at the end. Feedback and coaching are interwoven.
Feedback at the end of a session enables the client to react to their coaching session. Did they get what they needed from the session? It can also help you the coach, determine how invested the client was in the session. It can be a follow up communication, building on the rapport developed in during the coaching.
Feedback may be used to gauge the level clients developing self-awareness, or personal responsibility, or to explore their views and understanding further. It may involve self-assessment or seeking peer assessment.
Feedback may explore if the clients behaviours has changed. It may involve returning to a previously asked question to observe if ‘change’ has or has not occurred. Offering the coach an evaluation of the effectiveness of coaching, subject to the client’s adherence and commitment.
Lastly, assessing the outcomes of coaching. As with the ‘Assess Your Coaching Effectiveness’ report, achievement and satisfaction are reported, as well as the ‘most improved area.’
Taking an objective view to understand my situation – KP AYCE Report
What I found most enlightening as a coach, was that asking for feedback feeds one’s own development as a coach and strengthens the coaching relationship. The act of asking for, and receiving feedback, matters less than how that simple tasks act contribute to the clients view of the coach-client relationship. How the feel,as a direct consequence of being asked for their view.