Giving Coaching Feedback Using The PAF Technique (2024)

How to excel at holding honest, meaningful, and effective employee performance and development conversations

Created by: Julie Freeman
Training Specialist in Giving Coaching Feedback

What Will I Learn?

• A new perspective about how ALL coaching feedback conversations should sound, but especially when they involve difficult or sensitive performance issues.
• A straightforward way (The PAF Technique) to overcome the root cause of the problem most managers encounter when having to communicate tough feedback.
• Easily craft the EXACT words to ensure the employee understands, accepts as valid, and can act upon any feedback you give them.
• Communicate the feedback message confidently and successfully in any context - in less than a minute.
• Discuss the feedback message in a way that makes the employee feel good and increases their motivation while keeping your relationship intact.
• How to justify and prove that your beliefs, conclusions, and opinions about an employee's performance and potential are correct and free from bias.
• How to communicate difficult or sensitive information in a totally honest yet totally kind way to avoid negative reactions and achieve desired outcomes.
• How to deal effectively with any pushback during the discussion so you can still achieve your desired outcomes regardless of anything the employee says or does.
• Replace any anxiety or fear you may have about having difficult conversations with the knowledge, confidence, and skills to hold them effectively.
• Understand why PAF increases your confidence to successfully coach for better performance and reap the rewards that go with being effective in this role.
• How to communicate difficult feedback to non-reports in a politically correct way that won't backfire.
• How to communicate positive information to maximize employee productivity and motivation.

Requirements

• Nothing other than a desire to become more successful at managing, developing, and coaching employees through effectively communicating performance-related feedback.

Target audience

• CURRENT managers, coaches, or mentors from the supervisory to executive level, and with any degree of experience or amount of previous training, who have a desire to be more effective in fulfilling their critical supervisory responsibility to successfully manage performance and develop employees though giving honest performance-related feedback. Additionally, if you have had unsuccessful experiences doing this in the past it will show you what you may, or may not have done that could have contributed to that result.
• NEWLY PROMOTED or ASPIRING managers, coaches, or mentors who are either transitioning from an employee role to a supervisory one or taking on new responsibilities to coach or mentor. It will help you in your new role by making sure you get off on the right foot while avoiding the kinds of pitfalls that can derail your efforts.
• ANYONE who wants to learn how to manage "up" or improve how to give feedback to people who don't report to them in a politically correct way that improves the chance they will be listened to and achieve desired outcomes while avoiding any negative backlash!