Be Direct When Giving Feedback
Asking Questions in Business Coaching
The asking of questions can be a powerful weapon in the business coaching armoury as it stimulates the thought processes of employees and encourages them to come up with solutions to queries themselves rather than disturbing the manager and taking up their valuable time. Obviously they still need to be approached when a major issue occurs, but there will be many smaller queries for which the employee could deal with themselves rather than bothering the manager with it to seek an answer.
For those managers who are utilising business coaching processes to develop their employees, it is important that they only use the questioning techniques at appropriate times, for example when engaging in constructive two-way discussions or idea generation with them.
Feedback Needs to be Clear and Direct
One situation where it is not particularly appropriate is in the giving of feedback to an employee. In these cases, it is important that managers give feedback which is clear and definitive to avoid misunderstandings and ambiguity. The manager needs to provide clear observations on the performance of the worker. After they have done this they can then begin discussions to hear the employee's point of view and engage in two-way dialogue to generate ideas and plans for the future, but in the actual giving of feedback, either positive or negative, it will be necessary to provide the feedback in a clear and direct manner.