Providing Feedback on Your Colleague's Goals

At the start of the programme

Once your colleague has set their coaching goals and they have been locked in, usually after their first session, you will receive an email letting you know. You will then be asked to rate their current effectiveness and share your observations. Be as honest and specific as you can. Your feedback goes directly to your colleague and helps them and their coach focus on what matters most from the start.

At the end of the programme

At the end of their journey, you will be asked to provide feedback again. This time you will rate their progress against the goals they set at the start and share your reflections on how they have developed across the programme. It is a good moment to recognise how far they have come and think together about what comes next.