| History of the tool |
This tool has been developed by drawing on the author’s own experience as an executive coach and coaching skills trainer. The model draws on a number of well-tried feedback techniques, such as paying attention to the physical and emotional setting before starting the process, which means that the feedback is more likely to be heard and acted on. Asking for the coachee’s opinion before giving the feedback and drawing on their own experience and judgement means that the person is treated as an adult and makes giving feedback a two-way interaction. This starts off a process of reflection and learning from his or her actions. ...
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