Your coachee appears disengaged during feedback discussions. How can you re-engage them effectively?

To effectively engage someone who may not see the value in the conversation, start by building a personal rapport. Begin by asking about their real-time challenges and listen actively. Shift their mindset towards valuing feedback by discussing their development areas and encouraging them to write positive feedback for their peers. Emphasize the importance of asking for support and clearly outline what support they need from others. Additionally, inquire about the amount of time they are investing daily into their development. This approach helps to foster openness, commitment, and a willingness to improve.

For 20 years as a person in charge, in situations where I observe complete disconnection from my colleagues during coaching sessions, I usually revisit powerful questions based on our initial expectations session. This helps bring to their mind how they are involved with the objectives and how their contribution is vital for the team's goals. It tends to work as long as I show empathy and maintain open communication.

To re-engage a disengaged coachee, start by addressing their feelings and asking for their perspective on the feedback process. Make the discussion more interactive by incorporating their input and aligning feedback with their personal goals. Use positive reinforcement to highlight their strengths and progress. Set clear, achievable objectives together and ensure the feedback is relevant and actionable, fostering a sense of ownership and motivation.

If this happens I would start by reflecting on the contracting and the rapport building that took place at the start of the agreement: what did I miss and how can I correct it? I would also be inclined to call out what I am seeing, in a way that requests a response, obviously with permission. For example- "Can I share an observation?" "I am sensing that you appear disengaged when we are talking through feedback; what is happening there?" That way I would get the clients view on what is happening, rather than second guessing from my perspective.

I have learnt one thing in my experience which is not to give my opinion as feedback. Rather, i make it as Feed-forward which makes the acceptance easier. Feed-forward will be highly customised with better choice of words & conviction will be good. By doing this acceptance of the other party is also good