Effective feedback relies on facts. Give specific, behavior-focused feedback to help an employee reach a coaching goal or recognize progress they've made. Use this worksheet to record your comments. 

1 What is the coaching goal? For example, "Coach Sarif on how to manage a budget." 

2. What behavior needs to be corrected or reinforced? Describe this in terms of observed behavior, not personal traits. Be specific For example, "At the last planning meeting, Sarif presented an incomplete budget spreadsheet." 

3. What is the impact of the behavior on the organization or group? On other employees? Again, be specific. For example, Without the full data set, the group could not make decisions on spending cuts in a timely fashion. Sarif also missed an opportunity to advocate for preserving certain line items." How does this feedback connect to the coaching goal? 

For example, "l'd like Sarif to be aware of the importance of presenting complete data at planning meetings so that budget decisions can be made and funds allocated wisely. 

5. Draft the feedback you'd like to deliver For example, "Last week in the budget meeting, I noticed your spreadsheet was missing some crucial data about past expenditures. The group was not able to prioritize spending because they didn't have that information. 6. How will you follow up on this feedback after you deliver it?