From the course: Creating a Coaching Culture

Continuous, timely feedback

From the course: Creating a Coaching Culture

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Continuous, timely feedback

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- When I worked with a large insurance company, I delivered field sales rep training. As training follow-up, I went on sales calls with the rep to offer coaching. After a sales rep and I left an office, we would always do a quick debrief as soon as we got in the car and started off to the next appointment. I recall one time, when a sales rep asked how I thought she did, I said overall the sales call was very good, but I also let her know there was one key element she missed. After explaining one of our new products, she didn't ask for business or asked to set up a time to go back to look at accounts that might need the new product. On the rest of the sales calls that day, she didn't miss one opportunity to ask for business or set an appointment. It wasn't rocket science but it was hugely helpful for her and the company. Feedback is the heart of coaching, because without it, opportunities for change and improvement will go unaddressed. Coaching feedback is best the closer it comes to whatever you observed, because it tends to stick more. That certainly was the case with the sales rep I traveled with. Make timely feedback something that happens consistently, and you'll have a great start towards establishing a coaching culture. Culture starts with what you believe. Do you believe it's in the best interest of the company and associates to help coworkers at all levels improve? Assuming you said yes, the next step is taking action. It's your actions that show people what you believe and it's your actions that create an experience for those around you. Enough people acting in the same manner creates a corporate culture. When employees observe you coaching, you are beginning to create a coaching culture. Here are top considerations when giving feedback. Offer insights for improvement. Use your unique background, experiences, and ideas to offer creative suggestions. Share your experiences and ideas with an attitude of positive intent plus candor. Top considerations when receiving feedback. Resist the temptation to get defensive. Look for ways to embrace the feedback. Every suggestion won't be implemented, but when someone takes time to offer feedback, give it consideration. Here's your to-do. With an attitude of positive intent, look for opportunities to candidly and respectably share your insights with individuals and groups in your organization. On the flip side, take the same attitude to consider feedback given to you. Doing both will be your small part in helping to create a coaching culture.

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