It’s not easy to make a commitment to employee development while being fully present for all of your other tasks, but you can make coaching easier on yourself by giving feedback efficiently.
. The number one mistake executives make in coaching and delivering feedback to their people is being insufficiently candid—typically, because they don’t want to be mean. If you’ve ever used the phrase “maybe you could . . .” in a coaching conversation or asked one of your people to “think about” a performance issue, there’s a 99% probability you’re not being blunt enough.
The best feedback I ever received came a few years into my career, directly after a terrible meeting I had with senior management, in which I had been both unprepared and defensive. As we rode down in the elevator afterward, my boss said quietly, “Next time, I expect you to do better.” Don’t dance around the issues, and don’t let the person you’re coaching do so either..
By doing these things regularly , you’ll not only save yourself and your coachee time, but your employees will feel that you’re not just their boss, but a coach. They’ll sharpen their skills
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