Build Confidence:Give Progressive Feedback

Feedback is a tool that offers managers an opportunity to develop their direct reports by reinforcing positive behaviour, increasing learning and proficiency and consequently improved performance. _ Essentials of Performance Coaching

qualitylifeFeedback when given effectively will achieve the following:

  • Creates awareness of how things could be done
  • Offers new, more empowering insight
  • Broadens vision and expands thought

Tips for Giving progressive Feedback:

The same steps for corrective feedback apply here. Follow through steps 1-6.

Feedback: 6 Steps

  1. Gather facts
  2. Seek permission
  3. Acknowledge
  4. Focus on specific behaviour
  5. Make it ongoing
  6. Follow up

For step 4: Focus on specific behaviours you would use the following structure:

  1. Be specific on what the coachee has done that you want to encourage them to keep doing.

E.g. John I noticed when you were working with our client Mrs. Doe, you asked her questions to first understand her needs. You then asked her permission to share with her the products/service you believe would best meet her needs.

  1. Focus on specifics of their action that worked well in achieving the goals of the task.

E.g. John what  I noticed worked well with your interaction with Mrs. Doe is, you gave her time to state her needs, you listened with curiosity and clear interest in what she was saying and you were patient with her.

  1. Ask the coachee the following questions to coach them in being deliberate in repeating the desired behaviour as well as to build their self-confidence.
  • What is your understanding of why things worked so well with Mrs. Doe?
  • How can you keep doing more of this?
  • What would you like to continue doing in situations like the one with Mrs. Doe?
  1. For Step 6: Follow up is still important here for progressive feedback. Agree to a follow-up period to further assist your coachee in being more deliberate in taking progressive actions.

What do you find  helpful in this on how to give Progressive Feedback? How will you use them? What difference do you believe this coaching approach will make in your place of work? Please write your comments below.

Get The Communication Guide For Managers Here
Leading at work is never an easy task. Our Communication Guide gives you the tools you need to grow into a successful leader!
We hate spam. Your email address will not be sold or shared with anyone else.

14 Replies to “Build Confidence:Give Progressive Feedback”

  1. I find these steps very helpful because its a positive way for the coach and coachee to approach a situation in a positive way. Using these steps as a guidline when meeting with the coachee will be very beneficial in helping build a strong rapport. Focusing on the situation, knowing the facts and giving positive feedback will have a very positive effect on How the feedback is excepted by the coachee.

  2. The importance of ongoing feedback can never be overlooked! The tool for the steps to take is a valuable one, especially seeking permission.

  3. I really appreciate the steps to follow and how they are laid out I also like the idea of building on positive behaviors that we want to encourage as well as how to give feedback on behaviors that we want to stop.The steps on how to accept feedback I will need to work on .

    1. Thanks Donna! You will find by building on the positive behaviours you and your staff actually start finding things run more smoothly. People take more initiative vs. waiting to be told and your workplace energy increases! Accepting feedback is one area many people don’t work on- but- you now know it is just as important as giving. Great insights!

  4. The one thing I found helpful to use is the follow-up questions. I will start to ask the staff some follow-up questions, such as “how do you think that went?” or the one that was mentioned “how can you keep doing more of this?”
    I think this will expand the knowledge of the staff in what they are going and help them either continue what they are doing or find a new way to solve the next situation.

  5. What I took most from this, and I will work to incorporate more is always focusing on the positive, and finding ways to expand on that or use it to help build in other area’s that may not be as positive.

  6. I like to have guidelines and rules to follow. Hvaei g the steps to follow will help to guide me to make my feedback worded in a professional manner and I’ll be able to make sure I have included all th necessary information if I follow the steps 1-6. Feedback is important and if you want people to actually listen and follow your feeedback you must present it carefully.

    1. Great insights Sharla! Many people find having guidelines/steps helpful, I am glad to know you find them helpful. The guidelines also help with ensuring you consistently follow the same proces in giving feedback. This helps your staff come to know what to expect and they too will start modeling your behaviour. Best wishes in using the tool!

  7. I like giving progressive feedback – we all her what we are not doing well, it’s nice to be reminded that you are doing a good job. I try to take the time everyday to pop into each room at our centre and “catch” the staff in the act, could be a craft they are providing, an activity they have introduced or simply engaging with a group of children in a positive way. What I need to be more considerate of is that not everyone likes to be praised in public, while some love to have everyone hear it, others like to told on private. I need to be respectful of their preference.

    1. Great insights Brenda! You are so correct in observing that the tendency is to tell people what they are not doing well or right- Many managers etc. don’t make enough effort to do as you do-‘catch’ the team member doing something well and acknowledge them. I applaud your insight into being respectful of how people may want to be praised. Good stuff!

Leave a Reply

Your email address will not be published. Required fields are marked *