How To Coach

Ok, PDs, listen up…

A lot of people think it’s wrong to criticize air talent. A lot of people think it’s wrong to ever give negative feedback.

They must believe the psyches of talented people are so fragile that if they ever say, “This didn’t work and here’s why…” the talent will collapse in a heap and never find the confidence to create again.

Or perhaps they just want to be liked more than they want to do part of what they’re paid to do.

New research proves that you need to give different types of feedback to different people in different situations.

Right about now you’re saying, “No duh!”

Here’s the 30-second take-away for those of you who don’t want to pay to read the full research report:

Beginners, rookies, people with little knowledge of their duties and/or experience, overwhelmingly desire positive encouragement. Positive feedback increases their commitment to their new job, it provides a bit of confidence when it’s badly needed, and it helps them bond with you.

But the more experienced your talent, the more they will benefit by being told how they can improve, especially if you are specific. That feedback becomes information that is useful to someone who is far past the basics. It helps them hone their craft and gives them unbiased input on how best to use their time.

This doesn’t mean you never correct a beginner, and that you only offer ideas on things to fix with your old pros.

It does help you understand that part of your job is to help your people get better at what they do, and if you’re not already providing that kind of specific direction, you might need a coach to help you learn how it’s done.

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