During the coaching process, how should a coach ideally structure their feedback?

The ideal structure for feedback during the coaching process involves focusing on positive reinforcement and suggestions for improvement. This approach helps create a supportive learning environment where the individual feels encouraged and motivated to enhance their skills. When feedback is balanced—recognizing what the learner is doing well while also providing constructive suggestions for improvement—it not only boosts confidence but also promotes a growth mindset.

Effective coaching is more than just pointing out mistakes; it involves guiding the learners towards better performance by acknowledging their strengths and offering specific, actionable advice on how to improve. This dual focus fosters a more engaged, resilient, and responsive learner who can integrate feedback to achieve their goals.

In contrast, highlighting only errors can lead to discouragement and increased anxiety, which is counterproductive to learning. Providing feedback only at the end of a training session misses the opportunity for immediate adjustment and reinforcement. Limiting feedback to specific skill sets doesn’t take into account the holistic nature of learning and development, which involves various interconnected skills and knowledge areas.