How Coaches Can Help Clients Be Open to Developmental Feedback
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Receiving feedback is an essential part of personal and professional development. Yet many people hate the feedback they receive. According to a survey of Fortune 1,000 companies done by the Corporate Executive Board (CEB), 66% of the employees were strongly dissatisfied with the feedback they received on performance evaluations. However, research shows that 65% of employees desire more feedback, and 43% of highly engaged employees receive feedback at least once a week. In my experience of coaching leaders for over thirty years, the employee's response to feedback usually depends on how the feedback is delivered and how well the leader is prepared to receive the information.
Constructive feedback helps individuals recognize their strengths and areas for improvement, fostering growth and enhancing performance. When clients are receptive to feedback, they can make more informed decisions, improve their skills, and achieve their goals more effectively. Despite its importance, many clients struggle with receiving feedback, often perceiving it as criticism rather than an opportunity for growth. As a coach, you play a vital role in helping your clients overcome these challenges and embrace feedback as a positive and empowering tool.
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Research supports the need for employees to receive feedback as a crucial component of their professional development and employees who receive regular feedback are more engaged and productive at work. Gallup data show that 80% of employees who have received meaningful feedback in the past week are fully engaged.
Common Blocks Clients Often Have in Receiving Feedback
Fear of Criticism
Many clients associate feedback with unfair negative judgment, leading to anxiety and defensiveness.
Low Self-Esteem
Clients with low self-esteem may find it hard to accept feedback, unconsciously feeling it confirms their perceived inadequacies and wanting to defend against that feeling.
Misunderstanding Intentions
Clients might misinterpret feedback as a personal attack rather than constructive guidance.
Lack of Trust
If there is a lack of trust between the coach and the client, or between the client and their colleagues, the feedback may be discounted.
Fixed Mindset
Clients with a fixed mindset may believe their abilities are static and, therefore, view feedback as frustrating and futile.
Ten Suggestions for Coaches to Help Clients Be Open to Feedback
Build a Trusting Relationship
Establishing a strong foundation of trust is crucial for clients to feel safe and open to feedback. This involves being consistent, reliable, and empathetic in your coaching approach. When clients trust that you have their best interests at heart, they are more likely to accept feedback positively.
Clarify the Purpose of Feedback
Clearly explain the purpose and benefits of feedback. Emphasize that feedback is intended to support their growth and development rather than to criticize or judge. Helping clients understand that feedback is a valuable tool for achieving their goals can shift their perspective from fear to appreciation.
Be Positive and Constructive
When reviewing multi-rater feedback with a client, take a positive and constructive approach. Highlight the client's strengths before addressing areas for improvement. This approach boosts their confidence and makes them more receptive to hearing about the aspects they need to work on.
Encourage a Growth Mindset
Foster your clients' growth mindset by encouraging them to view feedback as an opportunity for learning and development. Help them understand that abilities can be developed through dedication and effort and that feedback is a critical part of this process.
Be Specific and Actionable
When feedback is solicited, direct raters to offer specific and actionable feedback rather than vague or general comments. Concrete suggestions and examples help clients understand exactly what they need to improve and how they can do it. This clarity makes the feedback more tangible and easier to implement.
Create a Safe and Supportive Environment
Ensure that your coaching sessions are conducted in a safe and supportive environment where clients feel comfortable expressing their thoughts and feelings. Encourage open communication and be responsive to their concerns. A safe space allows clients to be more vulnerable and receptive to feedback.
Practice Active Listening
Show your clients that you are genuinely listening to them by using active listening techniques. Reflect back what they say, ask clarifying questions, and validate their experiences. When clients feel heard and understood, they are more likely to be open to feedback.
Encourage Self-Reflection
Guide your clients in self-reflection practices. Encourage them to assess their own performance and identify areas for improvement. When clients engage in self-assessment, they are more likely to be open to external feedback and view it as a complement to their own insights.
Model Receptivity to Feedback
Demonstrate your own openness to feedback by seeking and accepting feedback from your clients. This modeling shows that receiving feedback is a normal and beneficial communication, making clients more comfortable with the process.
Follow-Up and Support
After a client receives feedback, follow up with them to support their progress. Offer guidance and encouragement as they work on implementing the feedback. This ongoing support reinforces the value of feedback and helps clients stay motivated and committed to their development.
Case Example
Handling Defensiveness
During a team meeting, Juan, a middle manager, reacted defensively when a colleague suggested a different approach to handling a difficult employee situation. He interrupted the colleague, dismissing the suggestion as impractical without fully considering it. Later, Juan discussed this incident with me, and I helped him understand what triggered his defensiveness. We explored strategies to be more receptive to feedback.
Two key takeaways Juan received from his discussion with me were:
- Understanding Emotional Triggers
John learned to recognize the emotional triggers that caused his defensiveness. By identifying these triggers, he could better manage his reactions in future situations. Together, we identified techniques for staying calm and open-minded when receiving feedback. - Adopting a Learning Perspective
John realized the importance of viewing feedback as an opportunity for learning and growth rather than a personal attack. I encouraged him to ask questions and seek clarification when receiving feedback, helping him better understand and integrate the suggestions.
Coaches are crucial in helping clients become more receptive to developmental feedback. By building trust, clarifying the purpose of feedback, using a positive approach, fostering a growth mindset, and providing specific, actionable suggestions, coaches can create an environment where feedback is viewed as a valuable tool for growth. Encouraging self-reflection, modeling receptivity to feedback, and offering ongoing support enhance clients' ability to positively embrace feedback. With these strategies, coaches can empower their clients to harness the full potential of feedback, leading to continuous improvement and success.
References
Gallup. (2019). "Employees Want a Lot More From Their Managers." Retrieved from Gallup
