Feedback can be positive or critical and happens as a result of something one person does or says that another person hears, sees, or experiences. Because of this, it’s based on a past action, which is an important distinction from coaching. In addition, feedback is given from the feedback-giver’s perspective; it’s a story or statement about what they observed and the result that it had.
Coaching, on the other hand, is focused on the future. It happens within a relationship where one person (the learner) is communicating with another person (the coach) who has more expertise in an area. It’s centered on helping the learner to improve and achieve their goals.
While feedback is about statements or stories, coaching is characterised by questions. A good coach doesn’t tell the learner what to do; she asks open-ended questions to help the learner discover the answer or explore alternative solutions.
Feedback can and should be given often and should be done as soon as possible after a behaviour has occurred (this goes for both critical and positive feedback). Positive feedback can be given in front of others if it feels appropriate, while critical feedback should always be delivered privately.
Coaching on the other hand is not as time-sensitive and requires a bit more time to get into an in-depth conversation between the coach and the learner. One-on-ones are a great place for managers to use coaching techniques. Coaching also works best when the learner has some experience with the skills they’re being coached on. If a task is completely new to someone, that person needs feedback, as well as specific direction and instruction in how to do the task.
Here are the major differences between coaching and feedback:
Feedback
- A story or statement
- Can be from anyone to anyone
- About a specific past situation
- Focuses on recipient’s behaviour and results
- Should be done clearly and concisely soon after the behaviour occurs
- Based on performance needs
- Helps people improve
Coaching
- Open-ended questions
- Usually done in an established relationship where someone is learning from someone who knows more about a particular skill or subject
- About the future
- Focuses on the learner’s goals
- Needs time to be done well, and is often scheduled
- Based on development needs
- Helps people grow
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