Your coachee is overwhelmed by conflicting feedback. How do you help them navigate through it?
Conflicting feedback can leave your coachee feeling stuck. Help them sift through the noise with these strategies:
- Encourage identifying core values. Aligning feedback with what they hold most important can provide direction.
- Suggest seeking a consensus. Look for common themes in the feedback to find actionable insights.
- Advise on setting boundaries. Teach them to politely decline advice that doesn't serve their goals or growth.
How do you assist others in handling conflicting feedback?
Your coachee is overwhelmed by conflicting feedback. How do you help them navigate through it?
Conflicting feedback can leave your coachee feeling stuck. Help them sift through the noise with these strategies:
- Encourage identifying core values. Aligning feedback with what they hold most important can provide direction.
- Suggest seeking a consensus. Look for common themes in the feedback to find actionable insights.
- Advise on setting boundaries. Teach them to politely decline advice that doesn't serve their goals or growth.
How do you assist others in handling conflicting feedback?
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When a client feels overwhelmed by conflicting feedback, guiding them effectively involves helping them align the feedback with their core values and goals. I begin by encouraging them to evaluate the feedback critically, identifying which suggestions resonate most with their principles and long-term vision. I then emphasize the importance of creating boundaries by distinguishing between constructive input and noise that may derail their focus. To streamline action, we collaborate on developing a clear plan that prioritizes the most relevant feedback. This can include breaking down suggestions into actionable steps and setting realistic timelines to address each aspect.
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When a coachee is drowning in conflicting feedback, I help them step back and filter the noise. First, we categorize the feedback—what’s actionable, what’s opinion, and what aligns with their goals. Then, I encourage them to focus on patterns rather than one-off comments; repeated themes often reveal the real opportunities for growth. It’s about taking what serves them and leaving the rest. We also work on building their confidence to trust their own judgment when feedback feels unclear. “Feedback is a tool, not a rule—use it to sharpen, not to derail.”
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Lorsqu’un coaché est confronté à des retours contradictoires, je les guide pour clarifier leur vision et prioriser. Je leur propose d’identifier leurs objectifs clés et d’évaluer les retours au prisme de ces priorités. Ensuite, nous recherchons des schémas récurrents dans les commentaires pour dégager des axes d’action concrets. Enfin, je les aide à cultiver la confiance nécessaire pour ignorer poliment les avis qui ne correspondent ni à leurs valeurs ni à leurs objectifs.
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Firstly you must understand where / why the feedback has been delivered? Was it a one off or ongoing? What outcome the person providing the feedback is hoping to achieve. It is only through deeply understanding the feedback that you can determine if it is accurate and then if so how is it conflicting. Can the conflict be resolved by adjusting to one aspect? Where does the feedback sit in priority order for performance? Implementing which feedback will get you closer to your goal and ignore the other.
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It's important to help the coachee discern which feedback is most helpful vs. unhelpful. Sometimes it's the thing that gives the sharpest pangs in the belly, sometimes it's coming from who they trust most, sometimes it's what they hear repeatedly... I often work with Hogan Assessments in coaching, because they provide rich, valid, neutral, helpful information. Then we can look for alignment between the feedback and the Hogan. Even if feedback isn't conflicting, it's important to help the coachee (a) consider it; (b) develop ways to discern helpful from unhelpful; and (c) find ways of using the feedback for growth. And not take it personally! Better to consider what isn't true than to throw away what *might* be true and could be helpful.
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Le seul retour qui compte est le retour corporel. Dans ce cas, il faut aider le coaché à comprendre le retour qui, physiquement, lui parle le plus. Assez contre-intuitivement, cela implique une utilisation du silence importante.
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