When it comes to training people to ask for feedback, it is essential to tailor the feedback to the individual's job performance. This means that you should focus on the specific needs of the employee. For instance, if an employee is having difficulty with customer service, you should provide them with concrete suggestions on how to handle difficult customers. When creating a mid-participation coaching feedback form, it is best to include both Likert scale questions and open-ended questions.
Likert scale questions use a bank of highly agreed, agree, neutral, disagree, or strongly disagree answers. Open-ended questions allow clients to write their own answers. Asking for feedback from your client is an important part of the coaching process. This is something that many new coaches struggle with.
To ensure that you can discuss their answers and any possible changes or adjustments in their coaching relationship in their next session, make sure that your client fills in their name on the form. When asking for feedback, it is important to be clear about what you are looking for. You should also be sure to explain why you are asking for feedback and how it will help them in their coaching journey. Additionally, make sure that you provide your client with enough time to answer the questions and provide thoughtful responses. Finally, it is essential to thank your client for taking the time to provide feedback.
This will show them that you value their opinion and that you are open to hearing their thoughts and ideas.
