Feedback and Coaching Guide
Effective leaders have a coaching mindset. They build trusting relationships with their staff. Their approach to
managing staff reflects that they value and have a strong commitment to developing skills, knowledge and
abilities. They integrate coaching into their day-to-day managerial responsibilities, building empowerment and
encouraging staff to explore and identify their own solutions.
Coaching Tips:
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Look for coaching opportunities to help employees gain knowledge as they handle new roles, stretch
assignments, challenging situations and key decisions
Provide guidance prospectively, in advance of a situation
Give candid, valuable feedback as soon as possible after a situation
Ask rather than tell. Use open ended questions to help employees gain insight
Share observations and possibilities
Actively listen and collaborate
Coaching Model:
Check Results
What’s the purpose of your coaching?
What’s the positive intent and outcome?
How will it help your staff member develop and
grow?
Seek opportunities to coach when staff is:
-New to organization or role
-Taking on a new or stretch assignment
-Making key decisions
-Facing or completing a challenge
-In need of encouragement or enhanced
confidence
Use effective coaching techniques:
-Ask questions
-Share examples
-Show encouragement
-Demonstrate skills & behaviors
-Provide information and resources
Reinforce and recognize desired results. Provide
ongoing feedback and coaching
High Performance
Reap the rewards of staff performance that is
consistently above expectations
Context
Opportunities
Apply Effective Practices
Giving Effective Feedback Tips:
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Give positive feedback to reinforce behaviors
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Give feedback privately when you wish to adjust behaviors and improve performance
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Focus on facts and behaviors rather than opinions and personal characteristics
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Make feedback discussions interactive and collaborative
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Be direct, respectful and listen
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Provide support while maintaining employee’s accountability
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Use “I” statements (I observed, I felt); Avoid “You” statements
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Make feedback balanced and timely. Acknowledge when behavior has had a positive impact
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Give feedback as often as necessary to improve employee performance
Feedback Model:
Open-ended Questions
asked by Manager
Feedback for Positive Reinforcement
Feedback for Improvement/Development
What happened?
Ask employee to describe what happened.
Guide discussion to specific action/behavior.
Provide the facts.
Ask employee to describe what happened.
Guide discussion to specific action,
behavior. Provide the facts.
What was the impact?
Discuss how goals, objectives, team, and/or
you were affected.
Discuss how goals, objectives, team, and/or
you were affected.
What alternative action
could be taken to
achieve better results?
Explore alternative action ideas; suggest
alternative actions if needed
What results would be
achieved?
Discuss how alternative action brings more
effective results