3 Types of
The Tao of Coaching,
applies to situations where a person did a good job; may consist of a
simple praise, but even more powerfully reinforcing if you
specifically highlight why or how that person did a good job.
highlights how a person could do better next time; needs to be
delivered sensitively. Use the
Action-Impact-Desired Outcome (AID)
model; focus on observable facts, not assumed traits.
describes a perceived negative behavior, without proposing a
resolution – is essentially destructive and is only used, usually by
accident, to terminate relationships.
Bad Feedback vs. Good Feedback
Feedback That Inspires the Coachee To Act
Feedback Is Your Elevator To Success
The Virtuous Circle of Growth and Success
NLP Approach To Feedback
Learning SWOT Question
Problem Solving Strategies: 4 Levels
like a combination lock; your job is to find the right number, in the right
so you can have anything you want."
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