Claire writes: “We often demo coaching in our training courses and webinars. It’s the easiest way for people to understand and experience what simplicity looks, sounds and feels like. When students practice, they will always give and receive feedback – starting with the person doing the coaching. It’s a good principle at work, we think, to invite the person who will be receiving the feedback to go first. What’s one thing you did well? And one thing you could do differently? These are useful development questions.

I’m hosting a new cohort of Simplifying Coaching that draws experienced coaches from around the world. At the end of the first session, when I asked what was their most significant piece of learning, one person said: ‘You asked us for feedback on your coaching’. Her insight made me realise how much more often leaders can ask for feedback – and what a difference that would make to the workplace. As long as we make it normal, and easy to deliver. ”

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