Great piece as always. I buy in to feedback but had a recent experience when I got more than I bargained for. I know when I screw up and I’m always prepared to admit it but there’s a fine line between genuine feedback and putting the knife in, the sort that makes you feel insecure about doing something you’ve done well for years.
Feedback should never knock your confidence or be an excuse for seeing off the competition, which I clearly was in this instance. I’ve never worked with that person again!
Thanks for illustrating the COIN method so clearly! I always feel a bit weird when our woke HR team called People&Culture tell us we need to talk about our feelings when providing feedback (we're stuck with 'when you __ it made me feel __' statements).
What a great piece. Feedback is extraordinarily difficult - both in the giving and the receiving. I loved COIN as a structure. Definitely one of the most memorable I’ve come across. Thanks for sharing.
So good, Harriet, thank you. It’s so important for us to be taught how to give and receive feedback (which, unless glowing, I instantly take as full-blown criticism). The only thing I ever remember being told was when I went on a managers’ course at BBC magazines and that was to tell a member of staff in the moment if they needed to do something differently/better and not store it up for their performance review. We need to teach COIN at school!
Love this. I had some feedback or a "request for change" from a client this week and for the first time ever I took it as to how it was meant. I love the COIN steps too :)
Great piece as always. I buy in to feedback but had a recent experience when I got more than I bargained for. I know when I screw up and I’m always prepared to admit it but there’s a fine line between genuine feedback and putting the knife in, the sort that makes you feel insecure about doing something you’ve done well for years.
Feedback should never knock your confidence or be an excuse for seeing off the competition, which I clearly was in this instance. I’ve never worked with that person again!
Thanks for illustrating the COIN method so clearly! I always feel a bit weird when our woke HR team called People&Culture tell us we need to talk about our feelings when providing feedback (we're stuck with 'when you __ it made me feel __' statements).
What a great piece. Feedback is extraordinarily difficult - both in the giving and the receiving. I loved COIN as a structure. Definitely one of the most memorable I’ve come across. Thanks for sharing.
So good, Harriet, thank you. It’s so important for us to be taught how to give and receive feedback (which, unless glowing, I instantly take as full-blown criticism). The only thing I ever remember being told was when I went on a managers’ course at BBC magazines and that was to tell a member of staff in the moment if they needed to do something differently/better and not store it up for their performance review. We need to teach COIN at school!
Love this. I had some feedback or a "request for change" from a client this week and for the first time ever I took it as to how it was meant. I love the COIN steps too :)
This is so helpful- I have difficulty both giving and receiving feedback. Thank you.