How Feedback Is Given In Coaching And Psychological Intervention
From a coaching perspective, it is feedback and not criticism if we follow certain guidelines when giving our opinion about another person. It is feedback if the exchange is direct and interpersonal and It is done with the intention of helping you learn and grow Therefore, giving an opinion on how we perceive a person’s performance and impact to improve their development is not criticizing, it is giving feedback.
Furthermore, to go from criticism to feedback, the comment must be reasoned, clear, constructive, timely, and must look to the future. For example, it would not be feedback to say: “Let’s see if your team gets its act together, the work doesn’t turn out like that.” And it would be feedback to say: “Let’s talk about what may be happening in your team…”.
Feedback helps boost strengths and identify and improve our weaknesses, allowing development. When positive, it has a powerful impact on engagement. “Another person’s opinion on how we act pushes us, as it has a positive impact on our future actions, always helping us to improve,” explain the EEC coaches who teach this tool in their coaching training and in their company interventions.
What’s more, in the opinion of experts, negative feedback does not exist. “Feedback is always positive because it always pushes us forward.”
In this sense, Sharing what we think about the actions of others is a responsibility From EEC, they understand “the action of giving feedback as an obligation, since it is the only way we have to develop ourselves and give something to the other person that helps them grow.”
It is bidirectional
The feedback phenomenon goes in two directions. Don’t lose sight of what is in your hand know how your own performance is perceived and the impact you are generating If you don’t do this, you will be the last person to find out about your mistakes. “Feedback is asking others to lend us their eyes to see things that we are not seeing,” they clarify in EEC.
4 keys to not screw up
The experts at the European School of Coaching define four aspects to consider in order to give and receive feedback appropriately. The key is to understand feedback as a gift.
1. Feedback is always an opinion about a fact
To give and receive feedback it is necessary to differentiate opinions and facts
2. You don’t have to keep valuable information to yourself
If we don’t give feedback we are left with something that can help someone else grow.
3. It is necessary to ask for feedback
If we don’t ask for feedback we miss out on something that can help us. help us grow
4. You have to appreciate the opportunity to obtain that information
Feedback is a privilege at our disposal as a tool to grow and make others grow.
Finally, remember that Criticism is used to criticize and feedback is used to improve Saying you’re doing something stupid is not the same as saying, “You’re stupid.”
“Feedback is not what the other person is, not even what the other person does, it is what happens to me with what the other person has done” conclude the trainers of the European School of Coaching. “Talking about feedback is putting the person first and is talking about vulnerability, connection, cooperation and the need not to insist on being right.”
