Giving Better Feedback [Video]

The topic of feedback comes up a lot in coaching sessions. Giving feedback is an important part of any leader’s job—according to research, 98% of employees will fail to be engaged without adequate feedback!

In this Virtual Coaching Tip, Executive Coach Todd Mosetter shares the one grave mistake managers—new and experienced—make when they attempt to give feedback.

Video Transcript
The topic of feedback has come up a lot in my sessions with clients lately. And I know myself included, I can struggle with how to give consistent, effective feedback. So, I’d love to share one little tip that I’ve learned that may have a huge impact on your ability to deliver powerful feedback.

Hi, my name is Todd Mosetter. I’m an Executive Coach and Vice President here at Building Champions.

Thank you for watching our latest Virtual Coaching Tip. If you like what you see, do me a favor and hit that “like” button. And while you’re there subscribe so you never miss an update.
As a leader, as a manager, giving feedback is an important part of our job.

Research tells us that 98% of employees will fail to be engaged with little or no feedback. So, when we see things, when we notice things that could be adjusted or done better, we have an opportunity and a responsibility to help our people.

But too often, we make a mistake. We focus on the problem.

We see something that’s wrong, something that’s not working well enough, an opportunity that someone can take advantage of. And when giving feedback, that’s what we focus on—the problem.
But here’s an important shift that you can make that will help you give more effective feedback.
It’s not a problem to solve. It’s a person to serve.

Feedback, at its heart, should be a conversation. It should be two people engaging around a topic of what can be done better to improve ourselves or to better serve the client.

But we shouldn’t do it to fix a specific problem. Instead, we should lead with empathy and understanding. By focusing on the person, their potential, what we see for them, the belief we have in them.

Then we have a burden. A burden to share something that we believe can help them be the best version of themselves.

If we focus on the problem then we miss the goodness that can come from focusing on the person.

So, if you want to give effective feedback, don’t just focus on the problem. See it as a person. And this isn’t just for managers.

65% of people, they also want more feedback from their peers and colleagues.

So, this week, do me a favor and look for ways that you can give constructive feedback to help someone on your team or someone you work with.

And when you do, don’t focus on the problem, focus on the person.


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