O que você faz se o feedback do coaching executivo não está chegando aos seus clientes?

A simple way to ensure your clients not only receive your feedback without pushing back, but also work on it enthusiastically, is to focus on highlighting / helping your clients realise the VALUE and RISKS of continuing down their current path / acting on the new behaviours that will benefit them the most.

There is no place for judgment in a coaching relationship. Our role is to hold up a mirror and reflect what we see. Growth and transformation are solely at the discretion of our coachee. Having said this, both positive and negative feedback are essential for growth: We cannot change what we do not see. In this way, genuine positive feedback supports the client and fosters confidence, while paving the way for feedback that illuminates areas for growth.

By asking for feedback, we give our Coachee permission to turn the lens back on the Coach. By forcing the Coach to receive potentially negative feedback, it both fosters a sense of compassion around the delivery of such information and highlights areas for coaching improvement. As part of a coaching relationship, this two-way dialogue should always be fostered. The Coach and Coachee are co-creating the relationship and elements such as this demonstrate respect.

Whether you’re helping someone as a leader, parent, friend or coach, there’s an important insight that can help you: 𝙒𝙝𝙚𝙣 𝙮𝙤𝙪𝙧 process 𝙗𝙚𝙘𝙤𝙢𝙚𝙨 𝙢𝙤𝙧𝙚 𝙞𝙢𝙥𝙤𝙧𝙩𝙖𝙣𝙩 𝙩𝙝𝙖𝙣 𝙮𝙤𝙪𝙧 purpose - 𝙬𝙝𝙚𝙣 𝙮𝙤𝙪’𝙧𝙚 𝙢𝙤𝙧𝙚 𝙛𝙤𝙘𝙪𝙨𝙚𝙙 𝙤𝙣 𝙝𝙤𝙬 𝙮𝙤𝙪 𝙙𝙤 𝙞𝙩 𝙩𝙝𝙖𝙣 𝙬𝙝𝙮, 𝙞𝙩’𝙨 𝙩𝙞𝙢𝙚 𝙛𝙤𝙧 𝙖 𝙘𝙝𝙖𝙣𝙜𝙚. People first. Process second. This is always the way. So if your approach isn’t creating growth and change in your clients, don’t offer more techniques and strategies. Go deeper into the person, understand them more fully, listen harder, empathize with everything they’re facing. When you do, you’ll know exactly how to help them create the work and life they want.

Remember that we are all people first: We all have backgrounds and histories full of conditioning and experience. Yes, even your executive. If your Coachee isn't receiving your feedback, what is getting in their way? Where is the resistance? Are they even aware that there's a road-block? Circle around and coach the person. What needs to move in order for them to be receptive? Breaking though this resistance might be the key to unlocking transformation.