Not all feedback is created equal – the more clear you are about what it is you are really trying to accomplish by giving feedback, the better of you will be.
1. Informative feedback – information for the person’s awareness and/or growth, but not mandatory. The manager coach can ask for permission to share this kind of feedback and should expect no specific outcome from sharing this.
Example: “You might make more of an impact if you used your voice more powerfully in your presentations.”
2. Feedback that includes a request – information that would benefit the person, but is not a demand. The manager coach can give feedback and make a request that is clearly a suggestion and negotiable.
Example: “You might make more of an impact if you use your voice more powerfully – would you be willing to practice with me before the next presentation to the committee?”
3. Feedback that addresses a requirement/demand – sharing information about something that is considered part of the job and needs immediate attention.
Example: “The presentation to the board has to be flawless. Your presentation is not quite as powerful as it needs to be. You need coaching and practice, lets figure out how to make it happen right away.”