It’s not the feedback that creates change

Let’s talk coaching.

Most leaders think better coaching starts with better feedback.

Be specific. Explain what the employee did well. Clarify what needs to change. Make sure they understand what to do differently.

Of course, all that matters.

But feedback is still only information until the employee applies it.

One of my favorite things to do when coaching someone is to ask them to immediately use what we discussed. I also set the expectation that they will come back and tell me what they did well and what they could do better.

That expectation elevates the coaching.

The employee listens differently because they know they will soon be applying what we discussed. They pay closer attention while doing it because they know they will be asked to evaluate their own performance afterward.

Imagine coaching an employee to ask better questions with a customer.

End by asking them to apply the coaching with the next customer and come back ready to discuss what happened.

What did you do well?
What could you do better?
What will you adjust next time?

That is when the coaching begins to improve performance.

It also teaches employees to observe and evaluate their own performance. Over time, they become less dependent on the leader to identify every opportunity. They begin to recognize what is working and adjust themselves.

That accelerates their growth and improves their performance.

Too many leaders put most of their energy into delivering the coaching and too little into what happens next.

Feedback points someone in the right direction.

Immediate application is what turns coaching into change and growth.