Feedback on coaching competencies creates awareness of skill application. Sometimes our self-evaluation is in keeping with the feedback of others and sometimes we are surprised by different perspectives. Sometimes the feedback from one person is different from that of others. When reviewing feedback be aware of the consistency of the feedback from various sources.
During coach training, practice coaching is one opportunity for receiving feedback. After coach training, continue seeking feedback. For example, to earn a credential through the International Coaching Federation, ICF, in addition to training, actual coaching hours and work with a mentor coach are required. Through discussion with a mentor coach, coaches gain additional insight on how they are doing.
Peer discussions and groups are an excellent opportunity for feedback. While the feedback is often generalized, it is also often incredibly insightful.
The Center for Coaching Certification has developed a 360 evaluation of coaching skills. (A 360 evaluation asks supervisors, colleagues, and employees to rate the skills of one individual.) While this does require an investment in terms of time and sometimes cost, it is an excellent opportunity to measure coaching competencies.
For individual coaches, reflect on your client engagement and results. Develop a process to request and track client feedback.
The key to receiving this feedback is… coaching. Fascinating insight: a 360 alone has a negative impact and a 360 with follow-up coaching has a positive impact. Whether it is a 360 or in another format, coaching on feedback supports a focus on goals and creating positive change
