- Get the clarity: what is your message exactly about and what are the specific examples supporting it?
- Right state of mind: if you think of it as a painful moment, your coachee will perceive it this way. How what you will say can be useful for your coachee? Set your mind on turning this message into an opportunity for them.
During the meeting
- Let’s talk: lead with the questions; often the coachee is already aware of their area for improvement. Adding your perspective to it and agreeing on the next steps is way more powerful than giving it as a message from your side.
- When it’s time to deliver your feedback, keep in mind what-do-feel framework: what do you want to say/what do you want the coachee to do/how do you want to make them feel
- Emotions are all around: if your coachee gets emotional, acknowledge it, but do not take it personal
After the meeting
- Check-in: how do you feel after the conversation? Could you delimit yourself or are you still going over it in your head?
- Check on your coachee after some time: how have they processed it?