Building trust: the foundation of effective coaching

One of the central themes of our discussion was the importance of creating a foundation of trust before diving into feedback. As Brooke explained, “You can’t just walk into a room and start giving feedback without building a relationship first. Effective feedback is a collaborative process, not an evaluative one.”

In our chat, Brooke and I shared practical ways to build this trust, from actively listening and showing empathy to modeling vulnerability as a coach. "One thing I’ve found helpful," I shared with the audience, "is to ask your coachees how they prefer to receive feedback. It’s such a simple gesture, but it makes feedback feel like a mutual conversation rather than a one-way street."

Reflective coaching questions for deeper insights

We also explored techniques for asking reflective questions that prompt deeper self-awareness and growth. Brooke shared a few of her favorite questions, like:

• “What’s the story behind this activity?”
• “If you could change one thing in this area, what would it be?”
• “What do you think is the biggest challenge here?”

These types of questions allow coaches to uncover teachers' values and beliefs, fostering an environment where feedback is not just accepted but welcomed as part of a shared growth journey.

Making feedback actionable and specific

As Brooke highlighted, the most impactful feedback is specific, actionable, and timely. We talked about structuring feedback so that it’s not just about identifying areas for improvement but offering clear next steps. “Feedback should feel like a bridge to growth, not a wall of judgment,” Brooke emphasized.

We even shared a template that can be used to create structured feedback exchanges. Whether you’re giving feedback to a teacher or seeking feedback as a coach, this template can help frame conversations to be productive and empowering.