5 Tips on Giving Feedback by Coach K
Coach K, Mike Krzyzewski, led Duke University's basketball
team to five national championships. Learn how constructive criticism and
effective feedback can effect positive change and bring team members to higher
levels of employee performance both on and off the court.
A Brief Introduction to Coach K
Coach K, a member of the College Basketball Hall of Fame and
the United States Olympic Hall of Fame, led the Duke Blue Devils to five national
championships. Coach K was the head coach of the men's basketball team at Duke
from 1980 to 2022. He was a point guard at the United States Military Academy
from 1966 to 1969. Coach K has also led Olympic basketball teams to gold medal
victories in 2008, 2012, and 2016. In 2011, after a victory over Michigan State
at Madison Square Garden, Coach K became the coach with the most wins in NCAA
Division I men's basketball history.
Why Is Giving Feedback Important?
Correctly delivered constructive feedback can result in a
positive change in a person's performance or specific behavior. A productive
feedback session is an excellent way to analyze and correct past mistakes while
also improving future employee performance. Leaders who effectively deliver
positive feedback and constructive criticism can boost the morale and
operational success of your entire company or unit. However, if the feedback
giver fails to communicate the message effectively, it can have the opposite
effect, causing your employees to become dissatisfied or alienated.
5 Tips From Coach K on Giving Feedback
Feedback is an essential part of professional development
for both veterans and new managers. Performance reviews can set direct reports
up for success. Coach K shares the following examples of how regular feedback
sessions improve the worker, supervisor, and user experience:
1. Begin with a complimentary statement. It is not necessary
to organize a formal check-in to freely provide positive feedback. "It can
be impromptu, like you're walking by and say, 'I noticed on the last report
your input was unbelievable. 'It was really good,' says Coach K. "It's
huge to include something personal when giving something to a business. A
person still wants to be thought of as a person," rather than just a team
member carrying out tasks.
2. Begin the conversation slowly. Make the recipient feel at
ease when providing constructive feedback. Inviting someone to your office and
then closing the door can make them feel uneasy. When giving important
feedback, read body language, change your tone of voice, and demonstrate that
you care. "I try to find a place where that player will not feel
pressure," Coach K says.
3. Provide immediate feedback. "Feedback does not have
to wait until the next review cycle," says Coach K. "If you see
something wrong, fix it." Give specific examples and speak face-to-face to
ensure an open conversation.
4. Have another person deliver the feedback. "Sometimes
a different voice receives feedback better. "That could be an assistant
coach for me, but it could be your team's top performer," Coach K
explains. You must have faith in the other person's ability to provide both
positive and negative feedback.
5. Lead with respect. The best type of feedback you can
give is to show respect for your teammates or co-workers. "I don't make it
a point to recognize the star after a game, but I do recognize the people who
help the star become the star," Coach K says. "One of the best ways
to show someone respect is to acknowledge them as people and let them know you
care about their well-being outside of work."