How often do you deliver feedback and expect immediate change, only to find that the person receiving it struggles to take action? In this episode, we dive into the process of turning feedback into a development plan that leads to real results. Senior leaders often want employees to make changes on their own with little direction, but what happens when they can’t? Sometimes, it’s crucial to invest more time and effort into guiding the person through the change, ensuring that feedback isn’t just a one-time conversation, but a transformative coaching opportunity.
We’ll explore the balance between micromanaging and giving too much autonomy, and how you can support employees in taking meaningful steps toward growth. Through real-world examples from coaching clients, I’ll show how empowering questions and digging into the root causes of challenges can lead to actionable steps. Learn how to shift from simple feedback delivery to a coaching moment that can become career-defining for your team members.
What You’ll Learn In Today’s Episode:
- How to turn feedback into an actionable development plan.
- Why feedback delivery is rarely a one-time conversation.
- The balance between micromanagement and full autonomy.
- How to ask empowering questions that lead to actionable steps.
- Why understanding the root cause is crucial for effective coaching.
- How to transition from feedback delivery to coaching moments.
- Why investing time in your team can drive long-term results.
- Real-world examples of feedback turning into career-defining moments.
- How to support employees through feedback and ensure accountability.
- How to create a feedback process that fosters development and growth.
Ideas Worth Sharing:
“On most occasions, delivering feedback is not just a one-and-done scenario. If the person knew how to change, they typically would have done it already.” – Elisia Keown Share on X “Ask a couple of empowering questions. Without understanding why the situation is happening in the first place, it’s really hard to jump in and give the coaching.” – Elisia Keown Share on X “Feedback is wonderful, but until you coach them through it, it might not necessarily impact lasting change.” – Elisia Keown Share on XResources In Today’s Episode:
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