Coaching:

Feedback

Bad Feedback vs. Good Feedback

Helpful Hints for Providing Feedback

Adapted from: The Tao of Coaching, Max Landsberg

"Experience is not what happens to you; it is what you do with what happens to you." ~ Aldous Huxley

  

 

 

Bad Feedback

Good Feedback

Helpful Hints

Demotivates, focuses on blame; creates defensiveness and confrontation

Encourages, focuses on improvements achieved or possible; creates trust and cooperation

  • Create a contract to discuss issues; use motivational coaching techniques

  • Acknowledge player's feelings and needs

  • Don't emphasize the fault; suggest a remedy

Failure as a Stepping Stone To Success

4 WHYs of True Success

4 NLP Perceptual Positions

Problem-oriented; does not improve skill

Solution-oriented; improves skills

  • Focus on problem' not the 'person'; uncover root problems

  • Jointly paint the picture of desired skill

  • Jointly develop practical steps

Problem Solving Strategies: 4 Levels

Creative Problem Solving: Switching Perceptions

Solving People Problems

Turn Problems to Opportunities: 6 Tips

Undermines confidence and self-esteem

Increases confidence in ability and potential

  • Joint create positive as opposed to negative goals. Positive pleasure-oriented goals are much more powerful motivators than negative fear-based ones.

  • Balance negatives and positives the right combination of both is the most powerful motivating mix.

  • Teach the coaches the rules of self-motivation

Leaves person guessing

Clarifies the current position and what to do next

Leaves person feeling 'judged'

Leaves person feeling 'helped' and inspired

  • Use the Action Impact Desired Outcome (AID) model

  • Invite the player to assess own performance first; guide him/her by asking effective questions

  • Offer support for future