Coaching has a crucial role in bringing out the best in your audience, which is why as much as possible, it should be included in the seminar agenda. In small seminars, facilitators can allot time for coaching. Seminar Coaching is the process of helping the audience develop the capacity to ponder on seminar keynotes, guide them in making realizations, and motivate them to accomplish what they want or need to accomplish.
Unfortunately, due to time constraints and the size of the audience, not every event provides coaching and the giving of feedback to the participants. It can be difficult to squeeze in coaching if you have a hundred participants and only one day to reach your objectives. But, if you only have a small number of people who will attend the event, it pays to invest on time for coaching and feedback.
Benefits of Coaching
The benefits of coaching have been proven in many organizations and companies, and it should be no wonder why it has become an integral part of any business environment. The benefits of coaching in a workplace setting is quite similar to that in a seminar setting, and it can all be summed up to one thing: It helps people become better at what they do.
- Coaching enables people to perform at their very best. When they do not receive feedback from someone else, such as their superior, in regards to their performance, then they feel less appreciated and would not be motivated to work harder.
- Coaching also helps them bring out their own creativity. When you coach an individual, it makes them think. It makes them want to come up with different ways to address a situation or an issue, and this would undoubtedly help them think out of the box.
- Moreover, coaching also helps them develop a sense of responsibility. You see, sometimes, all it takes is to actually let the person realize the significance of a particular endeavor or action, to make this person more aware of their obligations.
- Aside from the aforementioned benefits, coaching also improves relationships, strengthens the lines of communication, enhances communication skills, and makes the person more self-confident.
How to give Feedback during Seminar?
Giving feedback is a good thing but if done incorrectly, it could offend, hurt emotions, and even cause anger. Thus, it is extremely important for a seminar facilitator to know how to give feedback in order to achieve the desired outcome, and that is, to help people become better at what they do.
There are many methods used in giving feedback but perhaps one of the most widely used is the sandwich method. This method is done by first stating a positive comment, then followed by constructive criticism, and then wrapped up with another positive remark. You start with something positive because it will help put the person’s defenses down. If you compliment this person with a positive fact or a good observation then you will most definitely get a smile instead of a frown in response. Then once rapport has been established, you can go ahead and discuss the areas for improvement. Keep your tone welcoming and your body language supportive. Once you have discussed 2-3 constructive corrections, conclude the conversion with a motivational message or statement.
Seminar Coaching Tips
In order to maximize the positive effects of your coaching session during the seminar, you should keep in mind some tips that will help you. As you probably are aware of already, most of the time it is not so much as what you say but it is more on how you say it. Therefore, you should be careful in the manner that you give your feedback to your seminar participants.
- First of all, you should be very sincere. Most people can see through you and they will know when you are being sincere or not.
- Next, be direct but remember to be tactful. It is good to be clear about your message however there is a thin line between being straightforward and being rude so make sure you are doing the former.
- And lastly, learn to empathize. You can win the trust and respect of your seminar participants when you are genuinely able to show empathy. By showing appreciation when giving positive feedback and real concern when giving negative feedback, you will surely be able to get your message across.