The Master Key to Successful Feedback

If you want to be more successful in helping others succeed, regardless of the source or sources of your coaching, you need to clearly understand this master key.

If you want to take advantage of and be open to any coaching or feedback you receive, you must understand this key as well.

The master key to successful feedback is intent.

Stated simply, when our intent is clear and pure; when we really are giving feedback and coaching with the very best for the other person in mind, it will be more successful. And if our purposes are vindictive, punitive, meant to “fix” someone, or come from our frustration or anger it will be less successful.

In other words, coaching shouldn’t be about us, but about the other person and their success.

Since we have all received much coaching and feedback in our lives, we know this is true. When we sense that the feedback we are receiving is valuable and comes from a perspective of truly wanting us to improve, we are more open to hearing and applying it.


All said and done , it’s you who got to choose if there is someone’s life you would alter, just a little, in a good way.


The Coaching Anchor

There have been numerous books written on coaching and they talk about models, techniques and even the dummy style route maps to being a successful coach.

Short term quick fixes work well, but I wonder if they drive commitment that can last over a week.

Think about it, what you would like to see in your coach.

Try to remember that one well wisher who you would believe instantly and discuss things willingly with. What was different in the relationship with that person?

The difference is the TRUST factor.

As a coach or a mentor, trust is the key to effective and lasting motivation that drives change.

What drives trust?


Trust is built upon three key elements on the long term perspective:

Honesty: The birth of positive and open culture where fairness is the most prized element is a must to generate trust. Do people feel appreciated or confronted? Do people think of you as assistance or as competition?

These questions must be answered to unsure comfort for everyone in the situation.

Benevolence: Are you a good human being? Do people around you believe a good human being? Trust is built on beliefs, the more positiveness we can pump in through being kind, the higher the amount on trust will be.

Capability: Are you an expert? Do people find your feedback credible and believable? Do you practice what you preach? These are some of the key things that you need to ensure.

As long as there is Honesty, Benevolence and Capability in the picture – Trust will drive coaching and feedback in the system.

Coach your way to success: Coach or Roach?

A manager’s world has today moved from ‘control and captivate’ to the ‘care and coach‘. In business circles, no longer does the old fashioned ‘boss’ command his way and the subordinate listens.

Hard work has seen a paradigm shift and effort is no longer just staying back at work.

These are the changes that have pushed managers today to transform into a ‘coach’, from being a ‘roach’.

Let’s define some basics:


Category : Roach

Characteristics: Insolent, Authoritative, Fatherly, Fear power, Inconsiderate, HARI SADU (pun intended!)

Creation : Good at driving mass hysteria, create efforts, hard work and push people to look busy and stressed, Gossip topics

Example :Hitler, Gaddafi


Category : Coach

Characteristics: Considerate, Empathetic, Honest, Kind, People Power, Friendly and Progressive

Creation : Good at driving commitment, Get people to go the extra mile, Drive motivation and passion

Example : Mahindra Singh Dhoni, Mark Zuckerberg, Steve Jobs

Based on these profiles, it is only a matter of choice depending on what you want to be – Coach or Roach?

In the multi-dimensional businesses of ‘now’, it will help to rather have a bunch of people committed to a tough cause versus having a tough cause and bunch of tough people to deal with.The decision is finally yours.

To get our basics right lets understand Mentoring, Coaching and Feedback:

Mentoring: Looks at providing guidance to all aspects of life where the mentor works on a superficial level.

Coaching: Is the long term support for technical, behavioral and skills-related learning and growth where the coach plays a more hands on role in developing the protégé.

Feedback: Is performance related as well as behavior related and is used for short term gains where corrective or progressive action is sought.

Action Items:

Lead your team as a coach instead of being a boss to gain commitment and effort.