FAQs on Giving Feedback

So, you’ve been asked to provide feedback for a colleague who is seeking to grow as a leader. Your feedback is beneficial because it will help provide a baseline for the Torch program participant to evaluate their strengths and opportunities. With your feedback, they can make behavior changes that will help them develop their leadership skills. 

Before you get started, reference the answers to the most commonly asked questions below.

What is Torch Coaching?

Torch Coaching helps professionals develop new skills and behaviors during moments that matter in their careers. With the help of a professional leadership coach, individuals are supported as they work to make improvements in their performance, professional relationships, and abilities.

Is my feedback anonymous?

As a feedback provider, you should always feel that you can give honest and constructive feedback. Part of this is eliminating anxiety that there might be negative implications for anyone, including yourself, the participant, colleagues, or others. At the beginning of every feedback survey, Torch outlines the details of that survey’s privacy.

Who is my feedback shared with?

Written feedback is only ever shared with the participant and the person who reviews it with them, typically their coach. It is never shared with anyone else.

Torch provides group trends to the participant’s organization, but no one’s personal data is identifiable by the organization.

How can I provide effective feedback?

Here are some tips to provide thoughtful feedback:

• Be honest and constructive. Provide clear, truthful feedback aimed at supporting growth and encouraging positive change. Include suggestions for how the receiver can improve.

• Be specific. Avoid vague statements. Use concrete examples to illustrate your points, but ensure they maintain anonymity if necessary.

• Be considerate and kind. Approach the feedback with empathy. Consider the emotional impact on the receiver and communicate in a way that is likely to make them feel supported.

• Speak from personal experience. Use “I” statements to share how the person’s behavior affects you, avoiding assumptions about the person’s internal attitudes or motivations. This promotes understanding and productive dialogue.

Can you recommend some additional resources?

Yes! Check out the resources below for more information.

• A Primer on Manager Feedback - If you only read one, read this one.

• How to Give Effective Feedback - Important emphasis on preparation and specific examples.

• 7 Tough Lessons I've Learned on Giving and Receiving Feedback - Giving feedback is a skill we can all cultivate.

• No Hard Feelings Guide to: Giving Feedback - If you like brevity and infographics, this one's for you.