Peggy helps me focus and believes in me. I feel motivated to do outstanding work to keep getting praise, recognition and results.
Which ideas describe Peggy’s coaching ability? Which ideas show her ability to offer powerful, inspiring feedback? It’s difficult to identify where coaching ends and feedback begins, because coaching and feedback are at their best when they work together. You cannot be an effective coach without offering and asking for feedback, and you cannot effectively feedback without the use of a solid coaching model.
Coaching without feedback is like baking without an oven. The end result is less than desirable.
The Debate on Coaching versus Feedback
The debate on the differences between coaching and feedback rage on when in fact I believe you can’t have one without the other. Feedback, done right, is an essential part of the coaching process. David Cerasuolo, Assistant Technical Director of C.S. Monteuil:
- Set clear goals, objectives, and priorities.
- Observe behaviour and performance.
- Provide immediate feedback.
- Recognize winning performance.”
From “Coaching through Effective Feedback” by Paul J. Jerome, 1999
Watching my son’s soccer practice provided a beautiful example of how effective coaches use feedback to motivate and engage. Here’s the process my son’s coach used:
- The coach explained how to perform the drill and in what situation.
- He showed the kids how to do it (at least three times).
- He encouraged them to try.
- As they practiced, he walked around, observed their behavior, and provided individual feedback to improve their skills. (He stopped the practice when he realized they needed additional instruction.)
- He demonstrated the skill again.
- He provided details and highlighted the areas of difficulty that he observed.
- He observed again as they resumed practice and provided additional individual feedback (both praise and improvement tips).
What did I learn from this? Coaching is the framework for providing feedback. Feedback has the biggest impact on getting your people on the right track and focused on the key goals. Is this still considered effective coaching, if we remove feedback from the example (steps 4, 6 and 7)?
Those steps provide the individual connection that motivates and shows that you care. Johnny Mastrandrea coach for the Monteuil soccer association for 5 years had this to say, “By coaching you are not only teaching the kids but connecting with them. This way they can see you as someone they can trust.”
Conversely, without the coaching process, feedback alone will not be effective. Steps 1, 2, 3 and 5 help to set expectations and provide direction.
The Power of Feedback in Coaching: Let’s Make Time
The business environment borrowed “coaching” from sports but the authentic use of the coaching model seems harder to do with the demands on time. Motivating teams comes from observing and providing feedback and details about what was done well and what could be done better and this means more one-on-one time. “One-on-one time with players before, during and after team activities helps to motivate players” explains Don Di Maulo baseball coach for 5 years. Don goes on to explain that, “Eye contact, a tap on the back and a reassuring word helps increase the player’s confidence and general attitude, usually resulting in a more focused performance.”
Coaching and feedback creates a magical combination that helps you increase confidence, gain respect, build credibility and instill trust. Is that powerful or what?
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