ABSTRACT
This chapter proposes that it is important for coaches to be able to give feedback as well as receive feedback. Although some people would argue that giving feedback is not the primary role of a coach, it is often helpful if the coach does provide feedback to the coachee. Some people would rather receive negative feedback than give negative feedback to others. Either way, this suggests that there are some complexities surrounding the giving and receiving of feedback in our societies. Feedback is essential for development and growth, so it should be a part of coaching conversations. Those who seek to improve need to become skilled at receiving and considering feedback. Although the conversation should be led by the coachee as in any other type of coaching, it is possible in these situations for the coach to also provide evidence-based feedback from the report or highlight particular aspects for discussion.
