Combining feedback and coaching conversations is all too tempting for many leaders. It feels like the quick fix to ensure performance is re-established where you want it to be.
This just won’t work because the purpose of each of these conversations is very different. Feedback conversations create awareness; and only upon acceptance of the messages are they ready for action which is where the coaching conversation comes in. These conversations don’t work when they are combined.
Critically coaching conversations aim to facilitate the thinking of the team member and they are only ready to do this after they have accepted the feedback.
This distinction has helped many leaders improve their effectiveness – as they have spent significant time combining the conversations and then complaining they are not seeing the change they want to see. If this is you then take a good hard look at the content, structure and focus of the conversations you’ve had and really challenge yourself about whether you have been taking the short cut and combining the conversations.
Need to know more? Just let us know and we will happily provide more insight.
