Whether it is a questionnaire or a “get to know you” activity for school, I am frequently asked about what type of feedback style works for me.
If something shows up this often, it must be important, right? Correct.
In developing a roster of athletes to whom I provide coaching, I have found that fitting a feedback style to the athlete’s preferences can accelerate progress far better than any training magic. That’s powerful.
There is still some fine-tuning on my end with all of my athletes, but I am becoming more receptive to the dangers of using a blanket strategy for everyone. It is clear when the messaging or the critique is simply not hitting home.
How do I like to get feedback?
Expressing to mentors, bosses, etc… what works for you is essential.
As much as I can be frustrated by honest criticism, I respond well to someone who is frank in his or her comments and direct. Getting put in my place does not feel good, but it makes me take action, and through action, I have been able to capitalize on opportunities.
Not everyone is responsive to that style of feedback. I have friends who shut down when a mentor critiques in this way. This is where I have to be careful of my preferences when I am on the opposite end (ie. coaching).
How do I like to give feedback?
It is not a one-size-fits-all game, but some elements of honest advice work well for a majority of athletes I have been coaching or have had consultation with:
Make a point of emphasizing something that has gone right
It is unlikely that you have made a mess beyond repair. There is something that is working, and I always want to draw attention to what that thing is. This gives the person on the other end some confidence that not all hope is lost and also makes them feel heard.
Recently, I had a consult with an athlete who told me about some specifics in his training that helped him achieve a great result early in the year but he then strayed away from those specifics later in the year and ended up injured.
I quite literally highlighted the quote where he explained what worked and used it to create the foundation for the solution toward better.
Give a worked example
Theory is fun, but nothing hits home better than a worked example. Part of my aim with this newsletter is to detail what I am doing to help illustrate certain points. Being detailed is a winning strategy and I try to be no different when giving feedback.
How might this look?
How can it be implemented?
Be nice
This one is simple but it works. I have been on the receiving end of feedback from people who are not nice. While critique can be harsh, it is not an excuse to be rude. With coaching or physical therapy, I am not ever in the business of disciplinary action, where being rough may be more acceptable.
Perhaps feedback style is a popular question because it can be a critical feature in a mentor-mentee or coach-athlete relationship.
You should know how to be clear about what works for you when receiving feedback, but also practice being wary of assuming that style will work when you flip roles and begin to dish out feedback to others.