How to Improve Leaders' Feedback Skills: 5 Coaching Techniques
Effective feedback is a crucial skill for leaders in any organization. This article delves into expert-approved coaching techniques that can significantly enhance leadership communication. Drawing from insights shared by field specialists, readers will discover practical strategies to deliver impactful feedback and foster growth within their teams.
- Implement SBI Model with Intent and Inquiry
- Practice Feedback Through Role Play
- Frame Feedback as Specific Observations
- Emphasize Behavior Over Judgments
- Guide Leaders in Effective Feedback Techniques
Implement SBI Model with Intent and Inquiry
I once worked with a senior leader who, despite being highly competent, struggled immensely with both delivering constructive feedback and truly internalizing it. Her direct reports often felt unheard or, conversely, blindsided by critical assessments, which created a stagnant environment. My approach was to introduce a structured yet empathetic framework for feedback, turning what felt like a confrontation into a collaborative growth opportunity.
One key technique we implemented was the "Situation-Behavior-Impact (SBI) with added Intent and Inquiry" model. We started with the classic SBI: objectively describing the specific Situation, the observed Behavior, and its Impact on results or others. For instance, instead of "Your presentations are always messy," we'd reframe it to, "During the Q4 strategy meeting (Situation), your slides had inconsistent formatting and several typos (Behavior), which made it difficult for stakeholders to follow your key points and reflected less professionally on the team (Impact)." The crucial additions were "Intent" and "Inquiry." Before giving the feedback, we'd encourage her to consider the likely positive Intent behind the behavior (e.g., "I know you're juggling many projects"). After delivering the SBI, she'd then inquire with an open-ended question: "What were your thoughts on that presentation?" or "How do you think we could make future presentations even stronger?" This shifted the dynamic from a one-way pronouncement to a two-way dialogue, fostering psychological safety and enabling genuine improvement. For receiving feedback, we focused on active listening without defensiveness, asking clarifying questions, and expressing gratitude, even if the feedback was difficult to hear.
Practice Feedback Through Role Play
As an executive coach, I've found that one of the most effective ways to help a leader grow in giving and receiving feedback is simple: practice.
There are two powerful ways to do this:
1. Role Play
Ask the leader to bring in a real feedback scenario they want to address with a team member. Then, you role-play as that team member while they deliver the feedback. Afterward, debrief together—what worked, what felt off, and what could be improved.
You can also reverse roles. Play the team member giving feedback to the leader, and help the leader practice receiving it openly and non-defensively. Both directions build critical skills.
2. Real Feedback Between You
If you've been working together for a few sessions, there's likely enough trust to engage in real, mutual feedback.
Invite them to give you honest feedback about your coaching. In turn, offer them feedback on how they're showing up in the coaching relationship. Nothing beats real material for growth—especially when it's happening live.
Frame Feedback as Specific Observations
I once worked with a senior manager who was struggling to give constructive feedback without causing defensiveness. I encouraged them to start every conversation by acknowledging what was going well before addressing areas to improve. We practiced framing feedback as specific observations rather than judgments, like "I noticed the report missed key data points," instead of "Your report is sloppy." To help them receive feedback better, I suggested they pause, ask clarifying questions, and avoid immediate defensiveness, treating feedback as a chance to learn rather than a personal attack. Over a few months, this leader became more open and clear in conversations, which improved team trust and performance. The key was consistent practice and shifting mindset from critique to collaboration.
Emphasize Behavior Over Judgments
I had a leader who struggled to provide feedback without inducing defensiveness. The issue wasn't the content of the feedback, but rather the way it was presented. I suggested emphasizing specific, clear behavior over general judgments. This approach shifted conversations toward facts and away from personal attacks, which allowed feedback to be more easily accepted.
To enhance the leader's receptivity to receiving feedback, I promoted active listening. This included waiting before replying, asking questions for clarification, and validating input, even when uncomfortable. I also introduced a practice where the recipient echoes back feedback to ensure they understood. Frequent scheduled feedback sessions made these discussions a routine part of business, alleviating tension as time went on.
These skills resulted in tangible improvements. The leader's team became more honest with candid feedback, and teamwork was enhanced. The leader became more confident in providing feedback without evoking resistance. Mastering this skill demands effort but produces stronger teams and better outcomes.
Guide Leaders in Effective Feedback Techniques
I have one-on-one meetings with the leaders and managers in my team, just like they have with the smaller teams they manage. One of my team leaders, in a meeting we had, expressed to me that they didn't know if they were giving feedback well in the one-on-ones they were having, so they asked for my advice. They explained what they were doing and how they were phrasing things, and I gave some advice on how to do things a bit differently for a better end result.
