Do You Know How to Give Good Feedback to Your Associates, Volunteers, and Staff?

Coach Barry pulled me aside. We had just finished the workout of the day - moving continuously between four exercise stations for 20 minutes.

I joined a crossfit gym four months ago – something I had wanted to do for years. I appreciate Coach Barry’s expertise and trust him to help this newbie!

“Bud,” he asked, “on a scale of 1 to 10, how intense was this workout for you? How much work did you put into it?”

I paused, thinking to myself, “About a 9.” But I said, “Since you asked, I’m guessing you didn’t think very intense.”

He said, “Well, I had a stopwatch in my pocket and every time you stopped to rest between stations, I timed it. It added up to three minutes.”

He continued on to humorously demonstrate my somewhat slow movement from one workout station to the other. I had to laugh because I realized it was true.

Barry went on to suggest a few ways to manage my breathing and the positioning of my workout gear to minimize the resting time in the future.

Feedback Must Be Specific, Timely, and Actionable

I learned two things from his intervention. First, of course, how to improve my performance. But secondly, I saw champion-building feedback in action. (Ok, I’m not a champion anything yet but I will never get there without this kind of coaching!)

Here are three keys to performance boosting feedback. Barry provided specific descriptions and prescriptions. He gave me feedback on the spot – that is, timely - and his feedback included actionable steps for me to take in the future.

If he had come up to me and simply said, “Hey, I don’t think you were giving it 100% today,” who knows what I would have replied. But I may have thought something like, “Well, that’s your opinion.” Or perhaps a more colorful phrase.

If he had waited until some other day, I probably would not have even remembered the workout.

But I really couldn’t argue with the on-the-spot specifics: 3 minutes, the accurate demo of my pace. I saw the practicality of his precise prescriptions for improvement. He was right.

Now, of course, it stung just a little to get called out. But coaching is a part of what I am paying for at the gym.

So, I said, “Thank you for the feedback.” I meant it. And I will improve in the future because of it.

Pastors Coach Their Teams

You as a pastor may not think of yourself as a coach but you probably should. Your team, both volunteer and paid staff, need feedback from you. How else will they improve?

They say feedback is the breakfast of champions. That may be true; however, only if the feedback is specific, timely, and actionable.

If you have a moment, skim Paul’s two letters to Timothy and note the multiple instances he provides his protégé specific actionable feedback or instruction. 

Perhaps you can make a challenge for yourself this week to up your feedback game. When you note a staff member in your church not giving their best or not doing a good job, watch carefully. Observe specific behaviors or words. When you approach them, be sure to give precise descriptions and then offer precise alternatives.

Done properly, over time, and combined with copious and specific praise for things they already do well, you can bring out the champion in each member of your team.

My husband, Bud, offered to write this week’s blog post. Here’s what he had to say.
-Dr. Jeannie

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