You're coaching a senior executive. How do you deliver constructive feedback without stepping on toes?
Coaching a senior executive means balancing honesty with diplomacy. To ensure your feedback is constructive and well-received, consider the following strategies:
What are your favorite strategies for giving constructive feedback?
You're coaching a senior executive. How do you deliver constructive feedback without stepping on toes?
Coaching a senior executive means balancing honesty with diplomacy. To ensure your feedback is constructive and well-received, consider the following strategies:
What are your favorite strategies for giving constructive feedback?
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𝗦𝗽𝗲𝗮𝗸 𝗧𝗿𝘂𝘁𝗵 𝘄𝗶𝘁𝗵 𝗛𝗲𝗮𝗿𝘁 Delivering feedback to a senior executive requires tact, respect, and clear communication. Here’s a simple approach: 1. Start with Context: Begin by aligning on shared goals. Frame your feedback in the context of what they value most—results, relationships, or impact 2. Be Clear and Specific: Focus on observable behaviors and their impact, avoiding personal criticisms 3. Offer Solutions: Pair your feedback with actionable suggestions to improve outcomes 4. Invite Dialogue: Encourage their perspective to show respect and deepen understanding 5. End with Encouragement: Reinforce your confidence in their ability to adapt and succeed
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Understanding The Importance Of Constructive Feedback In Executive Coaching In executive coaching, delivering constructive feedback is a crucial component that can significantly influence a senior executive's performance and development. The nature of executive roles demands high levels of accountability and decision-making, often under immense pressure. Despite their experience and competencies, senior executives, like any other professionals, benefit from insightful feedback that can drive growth and improvement. Constructive feedback serves as a reflective tool for executives, enabling them to recognize their strengths and identify areas that require enhancement.
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Frame feedback as a partnership rather than a critique. Shift the focus from what needs fixing to how they can build on their existing strengths. Ask questions that invite reflection and self-awareness, creating a space where their leadership is the focal point. You will create trust, show respect for their experience, and guide them toward their next level of impact.
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It's important to provide context, tangible examples and demonstrate the consequences of not addressing the issue/behaviour/performance you are providing feedback on. Being empathetic, respectful and encouraging reflection and open and honest dialogue are also essential. I also emphasise that feedback is a gift (to borrow the words of the great Brene Brown) and that providing constructive feedback creates the greatest opportunity for the individual to re-set and re-pivot to ensure they can achieve their professional goals and perform at their best.
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When delivering constructive feedback to a senior executive, my top three recommendations would be: a) 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝘁𝗵𝗲 𝗙𝘂𝘁𝘂𝗿𝗲, 𝗡𝗼𝘁 𝘁𝗵𝗲 𝗣𝗮𝘀𝘁: Use a "feedforward" approach by suggesting ways to improve future performance rather than dwelling on past mistakes. b) 𝗕𝗲 𝗦𝘂𝗽𝗽𝗼𝗿𝘁𝗶𝘃𝗲 𝗮𝗻𝗱 𝗛𝗲𝗹𝗽𝗳𝘂𝗹: Ensure that the feedback is delivered with a clear intention to assist the executive in their growth and success. c) 𝗘𝗻𝗴𝗮𝗴𝗲 𝗶𝗻 𝗮 𝗗𝗶𝗮𝗹𝗼𝗴𝘂𝗲: Present your points clearly and then listen actively to the executive's perspective. This shows respect for their experience and encourages a collaborative approach to addressing any issues.
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Be honest, respectful, and friendly, while choosing your words wisely. Most senior executives value efficiency and results, so it’s important to communicate directly and support your points with data, such as case studies or surveys, all while maintaining a professional tone. If you’re familiar with the Birkman model, many executives exhibit 'Red' traits, meaning they’re often decisive, goal-oriented, and value straightforward communication. Tailor your approach accordingly. Coaching senior managers takes significant effort and years of experience. If you feel you’re not ready for this responsibility, consider developing your skills further or seeking guidance from seasoned coaches before taking it on.
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Delivering feedback to a senior executive is tricky. It requires a balance of respect, tact, and clarity. I ensure the feedback is constructive and helps them achieve their goals while maintaining trust and respect. Here’s a 3 step formula i apply for delivering feedback. 1. Set the Context and Be Specific Establish trust, clarify the purpose of the feedback, and share fact-based observations with relevant examples. 2. Collaborate and Align Encourage self-reflection, tie feedback to their goals, and co-create actionable solutions. 3. Reinforce and Follow Up Recognize strengths, provide positive reinforcement, and revisit progress to ensure sustained improvement.
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Frame feedback as an opportunity to elevate their game, not fix a flaw - after all, even the best are always refining. Relate your advice to something that shows you’ve been in the trenches and know the value of the shift you're suggesting. Speak their language, acknowledging their expertise first, so they know you're offering a partnership, not a lecture. Keep your tone conversational, not confrontational - think of it like sharing a tip over coffee, not a formal review. The goal is to make them feel like they’re adding another layer of brilliance to an already impressive track record.
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Feedback is always a dramatic issue, isn't it? We can talk about models, strategies, tools, etc. But do you know what's really missing? Treating adults like adults. Most of the time, I see leaders and executive coaches struggling to give feedback simply because they don't want to stop being cool, stop being liked. So here it goes, without further ado, treat adults like adults, stop trying to be interesting and be interested, and finally, build a good rapport. If you do this, you'll be 95% ready to give good feedback without any problems!
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