Feedback vs. Coaching - Do You Know the Difference?
We’ve all been there, faced with the daunting prospect of meeting 1:1 with a co-worker, or a colleague, or an employee, or a consultant. Someone in our work realm that we need to have a direct conversation with.
If you’re like me, sometimes it can feel overwhelming, especially if you’re tasked with giving critical feedback the recipient needs to hear. But sometimes those conversations are where the good stuff happens, where you can really drill down into the working relationship and both parties come out of it with a stronger, more empowered attitude.
While all positive, constructive conversations are helpful, the biggest success element is knowing how and when to employ different tools. Understanding the difference between providing feedback and offering coaching and recognizing when different scenarios call for specific tools is key.
SO, WHAT IS THE DIFFERENCE?
The biggest difference is the scope of the conversation (or conversations). Offering feedback typically entails a one-time conversation intended to address a specific action or issue related to performance. Whether it is positive feedback (i.e. you really nailed that presentation!) or constructive feedback (i.e. your work was good, but…) the intention is to focus on a specific subject while remaining objective.
Coaching, on the other hand, is more broad and focused on individual capacity-building. Coaching is employed to help colleagues or team members build a plan, hone a skill, or develop a process. It is meant to happen over time, like building blocks, with regular check-ins and consistent progress.
Another key difference is that feedback is generally focused on the past whereas coaching is much more focused on the future. When we give feedback, we’re talking about a past meeting, or a past interaction. When we’re coaching, we’re laying the groundwork for future success.
In short: coaching is meant to prepare, while feedback is meant to correct. We want to prepare with our coaching; we want to adjust with our feedback.
FEEDBACK VS. COACHING BEST PRACTICES
For feedback, you want to:
Be specific - isolate the exact situation or skill you are speaking about.
Give feedback on the behaviour, not the person - this one can be tough, but you should stay objective and avoid language that could be perceived as an attack (i.e. “You’re always making mistakes.”)
Be aware of tone and body language - you want to stay open, honest and unbiased, so scan your voice, posture, and demeanour– keep your tone supportive and your body language neutral.
For coaching, you want to:
Narrow in on a scope and set clear goals - this helps you design your time together to achieve the most. Where do you want to go? What do you want to accomplish?
Create an open and trusting environment - Coaching is about relationship-building, too. Successful coaching involves sharing openly about yourself and encouraging the person you’re coaching to do the same. It helps to keep this a two-way dialogue by asking for feedback about your coach approach!
Do what you say you’re going to do - this one goes both ways. Recap each session so both sides know they’re on the same page, then follow through on your part.
WHAT COMES NEXT?
One blog post won’t answer all of your questions about feedback or coaching or when to employ the right one with your team. The good news is that we can help you build an effective culture of continuous feedback and growth.
On November 17, we’re hosting a virtual learning session centred on “Feedback Done Right.” Click HERE to reserve your spot today.
Need something a bit more tailored? Whether you’re interested in booking a leadership coaching package or scheduling an Effective Feedback workshop with your team, Reimagine Work can help you maximize your conversations and help your team be the best that it can be.
Ready to take your team to the next level? Let’s talk. Connect with us at connect@reimaginework.ca.