In Art Of Coaching Podcast

These days, the concept of feedback is akin to that of a song overplayed on the radio: initially intriguing but ultimately dismissed as cliche. In reality, good feedback is more like a dance; it requires two partners ready to engage in meaningful discourse. So what’s preventing us from participating in the dance and not just listening to the overplayed song? By and large, we don’t know how to properly give it, receive it, or ask for it.

Today we are going to unpack what lies at the root of our issues with feedback and offer some practical strategies to overcome these challenges. In particular:

  • Intrinsic feedback, augmented feedback, formative feedback… Where do I even begin?

  • How to maximize FIT between the person, the performance, and the persuasive appeal.

  • Using the SHIP (specific, humble, interval-based, practical) analogy to give better feedback

  • The worst thing you can do when asking for feedback

  • When is it too much? Feedback dependence and clicker training

If giving and receiving feedback is something you’ve struggled with, you’re in luck! We now offer 1 on 1 and small group communication training. Let us help you work through your personal obstacles by objectively evaluating your current practices and then providing personalized strategies tailored to your needs. The idea and importance of feedback isn’t going away; head to to learn more.

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  • Alex Penner


    I got a lot of value out of this episode and the accompanying reflection. One thing that I’d like to change about the feedback process at my place of work is that it’s all anonymous, but I think it would be more useful if our staff had our names tied to it so that it could start discussions and lead to better understanding. However, do you think there are advantages to anonymous feedback? If so, when does it make sense to keep it anonymous?

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