Coaching and feedback are extremely important to the development of any culture and individual. Both giving and receiving coach and feedback is vital.

However, receiving feedback or coaching can be difficult. I am good at receiving coaching and feedback but not in the moment. When I first hear something, due to some history and trauma, I want to react, I want to argue. Everything in me wants to fight, I must breathe, listen and relax. This does not sound like I am good in receiving feedback, but what I do once I calmed down, I listen and internalize then reflect. 

I may ask questions later. I may look at what I need to do differently, I look at what that person said and think about why they are saying it. Then I plan on how I can develop and improve. One example is last year I hosted a conference, while I thought I had prepared I was not effective or efficient at it, I’m not a professional Emcee, but it did not go as well as it cold. The next year, this year, for the same conference, I practiced and practiced after I had heard feedback, we brought in an Emcee, but also, I was still involved. The feedback I got after that was positive and you could tell you rehearsed. 

In receiving feedback, I need to listen more, and really learn from what people are taking time to share. When I provide feedback, I try to take that same experience and knowledge I have when I’m receiving feedback. I try to couch that feedback in a way that will allow for people to have the same reflection but sooner. I do my best not to come hot, however, sometimes that may happen based on reactions and interactions prior to and during the conversation. I leave breaks for questions and interactions, so that I can build rapport.

Coaching and feedback are extremely important, but how they are delivered and received is extremely important as well. The way these items are delivered are vital to how everyone moves forward and how your culture is developed. Your employees need to know you can take feedback especially if you give it. It must be a two-way street. 

In giving or receiving feedback, you need to understand the motives and know the results you are trying to get or others are trying to get from the feedback. How you deliver and how you receive that feedback will determine the culture you want and lead you to winning in business.