Performance Feedback and Coaching

Nalini: Welcome to the London School of Business and Administration podcast—where breakthrough ideas meet real-world impact. I'm Nalini, and today we're diving into Performance Feedback and Coaching—the one concept that quietly shapes everything from boardroom decisions to your daily workflow. Can you think of a time when feedback completely changed the course of your project or even your career?

Kaito: I think that's a great question, Nalini. Performance feedback and coaching have been around for decades, but what's interesting is how they've evolved over time. If we go back to the 60s and 70s, it was all about command and control, but as organizations started to flatten and become more agile, the need for effective feedback and coaching became more pressing.

Leila: I actually saw this play out last quarter when our team was working on a critical launch. We had set some ambitious targets, but we weren't quite hitting them. It wasn't until we started having some tough conversations and coaching each other that we were able to get back on track. It was amazing to see how a simple adjustment in our approach could make such a huge difference.

Nalini: That's really interesting, Leila. Kaito, can you talk a bit more about the frameworks that underpin effective performance feedback and coaching? What are some of the key principles that organizations should be aware of?

Kaito: Absolutely. One of the most important things is to create a safe and supportive environment where people feel comfortable receiving feedback. This means being specific, timely, and focused on behavior rather than personality. It's also crucial to involve the individual in the goal-setting process and to provide ongoing support and coaching.

Leila: I learned this the hard way when I was managing a team project a few years ago. I gave some feedback that I thought was constructive, but it ended up being really hurtful to one of my team members. It was a tough lesson to learn, but it taught me the importance of being empathetic and understanding in my approach.

One of the most important things is to create a safe and supportive environment where people feel comfortable receiving feedback.

Kaito: That's a great point, Leila. Empathy is critical in coaching and feedback. It's not just about conveying information, but about understanding the other person's perspective and being able to see things from their point of view. When we can do that, we build trust and create a much more effective feedback loop.

Nalini: That's really insightful, Kaito. Leila, how has your approach to performance feedback and coaching changed as a result of your experiences?

Leila: It's completely shifted, Nalini. I used to think of feedback as something that you did to someone, but now I see it as a collaborative process that involves both parties. I'm much more mindful of the language I use and the impact that my words can have on others. It's been a game-changer for my team and for me personally.

Kaito: I think that's a great example of how performance feedback and coaching can have a ripple effect throughout an organization. When we get it right, it can lead to increased engagement, improved performance, and a more positive work culture.

Nalini: That's a wonderful note to end on, Kaito. If this conversation has resonated with you, share it with one person who needs to hear it—and hit subscribe so you never miss an episode that moves you forward. Thanks for tuning in to the London School of Business and Administration podcast!