Coaching and Feedback
Follow the Guidelines for Effective Interpersonal Communication
There are fundamental strategies that should always be part of interpersonal
communication in the work place.
ü Don’t personalize the situation or behavior, concentrate on the facts.
ü Be considerate and respectful of the other person.
ü Develop productive alliances with others in the work place.
ü Be an example.
Don’t personalize the situation or behavior, concentrate on the facts:
By focusing on facts, you minimize blame, reduce defensive reactions, and
In difficult or negative situations,
• Avoid using “You” statements and making judgements.
Let’s look at ways . . .
Let’s talk about . . .
• Get the facts about the situation.
• Don’t blame or point fingers. Focus on the issues, not the person.
“You vs. I” statements
“You” statements tend to be received defensively—they blame, judge, and assume
things that may not be true. “I” messages let the employee respond with his or her
perspective on the situation.
“YOU did this.”
“This is what I observed.”
“YOU shouldn’t have done that.” “Here’s how I think . . .”
“YOU must be crazy.”
“It’s important that we talk about this.”
Simply beginning a statement with the word “I” doesn’t make it an effective
“I feel frustrated when you don’t get your reports to me on time.”
“I feel frustrated when I don’t have the reports in time for the 2:00
Be considerate and respectful of the other person.
Employees work best when they feel they are making a contribution to the client
and the company. Each person needs to feel confident that they can do the job.
As a supervisor or manager, the confidence you show (or don’t show) in your
employees affects their performance.
It’s important to give positive feedback to others in the organization based on
their efforts, as well as their results. Show them that you believe they have the
ability to do the job we