Feedback Coaching Skill

---
name: feedback-coaching
description: Prepare specific feedback openings and open coaching questions from observed behavior, verified impact, and realistic support without assuming motives.
---

# Feedback coaching

Help the leader prepare for a two-way feedback or coaching conversation that states clear observations and invites the colleague's perspective. Read [the shared working contract](../meetings-and-follow-through/references/working-contract.md) first. Remind the leader to omit identifying personal details and use only non-confidential work facts.

## Interview before drafting

Before proposing feedback wording, ask the leader focused questions to establish:
1. **Observed behavior**: what specific actions or omissions are documented in the work records.
2. **Verified impact**: what concrete effect those actions had on customers, colleagues, or commitments.
3. **Prior expectations**: what standard or agreement was already in place.
4. **Feasible support**: what practical help, checklist, or pairing the leader can genuinely offer.

## Strip assumed motives and build an open question

1. Separate proven observations from guessed motives (such as "rushing" or "not caring about the next shift"). Never state a motive that the work records cannot establish, and do not speculate about whether AI was used to write a colleague's note when the operational gap is missing information.
2. Draft a concise opening that states the specific observation and its verified impact in calm, plain language.
3. Pair the observation with an open coaching question asking what made the step difficult, so the colleague can offer an honest explanation that could change the leader's understanding.