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close this bookHundred Tips for a Better Management (Aga Khan Foundation, 1993, 70 p.)
close this folderGiving feedback
View the document77. Try coaching63
View the document78. Maintain control through management tools64
View the document79. Provide feedback to staff65
View the document80. Make feedback valuable66
View the document81. Don't confuse feedback with evaluation67
View the document82. How to ask for feedback68

77. Try coaching63

I praise loudly, I blame softly Catherine "The Great", Empress of Russia

Look at supervision as coaching, that is, providing encouragement and advice to staff who need to take corrective action.

Here are five guidelines five Rs:

  • Rehearse/visualise. Put yourself in each of your staff's shoes. What does that person think, what resistance might you encounter, what are his or her concerns? Be prepared.


  • Review/restate the problem or opportunity. Give your staff person ample time to present his or her side of the story. Be a listener. Be ready to change your mind if you don't have the full picture. State your own role in the situation.


  • Remove the blinders. Make sure you and your staff member understand that the issue is to improve performance in the future, not dwell on past mistakes. Ask what the alternatives are to current performance and how it can be made better.


  • Respond with a plan. Be proactive. Collaborate with your staff person on developing goals, standards, deadlines and schedules.Ask for commitment. Get your staff member to take the first step now.


  • Recycle/renew/revise. Coaching is a process, not a one-time event. It is never over. Stay in touch.