When providing coaching feedback, your role is to enhance each individual’s performance. But how do you do this with different individuals, each with distinct styles, motivations, interests, strengths, backgrounds, experience levels and abilities?
In short, it’s all about flexibility. For example:
- When you set goals, think about the person’s specific interests, strengths and motivations – and tailor the goals to build on these interests. If they’d like to be challenged in a particular area, give them an appropriate task in that area (assuming it’s not inconsistent with their ability and the team’s needs).
- When you show appreciation, think about what kinds of recognition they prefer. Public recognition, say, at a team meeting? Or more private recognition, like a simple encouraging word as you pass in the corridor?
- When you coach, there’s a “tell-ask” spectrum, from telling the person what needs to be done and how, to asking them what they want to achieve and giving them space to work out for themselves how best to achieve it. Think about which approach they respond to, and tailor your approach accordingly.
Finally, in any feedback conversation, your communication needs to be spot on! Be aware of how different individuals within your team like to be communicated with (i.e. big picture vs detail oriented, or email vs phone) and adapt your communication style accordingly.
What are some successful strategies you’ve used to inspire, coach and effectively manage your team?
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