As a coach, your role is to help your peer process their feedback, not to judge it or add to it. The goal is to help them discover their own insights and decide what to do next.
The 80/20 Rule
Your job is to create space for reflection, not to give advice. When you do speak, mostly ask questions.
- Listening ~80%
- Asking questions ~15%
- Suggesting/advising ~5%
"Leadership is about enabling others. By asking 'How would you approach it?' rather than 'Do it like this!' you give your peer a chance to think for themselves."
Before the Session
Review the AI summary (you'll have access once the feedbackee shares it with you)
Block 45–60 minutes in a private space
Come with curiosity, not conclusions
Session Structure (45 min)
1. Opening (5 min)
Start with a check-in. How are they feeling about receiving feedback?
2. First Impressions (10 min)
Let them share what stood out:
- "What surprised you?"
- "What resonated most?"
- "Was there anything you disagreed with?"
3. Themes & Patterns (15 min)
Go through the AI summary together:
- "Which of these strengths do you want to lean into more?"
- "Which growth area feels most important right now?"
- "Do you see any patterns across the responses?"
4. Looking Forward (10 min)
Help them identify concrete next steps:
- "What's one thing you want to do differently next quarter?"
- "What support would help you get there?"
- "How will you know if you've made progress?"
5. Close (5 min)
Ask them to summarize their key takeaways. They can record these in the My Reflections section of the app.
Suggest creating a followup task for themselves in Asana with a due date and link to the feedback, possibly with you as collaborator / accountability partner (the initiative should be with them, not with you).
✅ Powerful Questions to Use
For exploration:
- "What do you make of that?" "Can you say more about that?" "What else?"
For patterns:
- "I noticed X came up a few times. What do you think is behind that?"
- "How does this connect to feedback you've received before?"
For action:
- "What would success look like?"
- "What's the smallest step you could take this week?"
- "Who could help you with this?"
When they're stuck:
- "What would you tell a colleague in this situation?"
- "What's getting in the way?"
- "What have you already tried?"
❌ What not to do
- Don't add your own feedback: This session is about processing peer feedback, not adding more.
- Don't fix or solve: Resist the urge to jump in with solutions.
- Don't minimize: If something landed hard, acknowledge it ("That sounds difficult to hear").
- Don't compare: Avoid "I got similar feedback once...", unless it genuinely help.
- Don't rush: Silence is okay. Let them think.
If difficult feedback came up
Sometimes feedback is hard to hear. If your peer is upset or defensive:
- Acknowledge the emotion: "It sounds like that one stung."
- Give space: Don't try to fix it immediately.
- Explore gently: "What part of it bothers you most?"
- Reframe if helpful: "Even if you disagree, what grain of truth might be there?"
- Suggest followup: Not everything has to be solved now. What followup might help (e.g. talk to a feedbacker).
Remember: your role is to help them process, not to convince them the feedback is right.
After the session
- Encourage them to save their reflections in the app.
- Check in informally after a few weeks: "How's that thing you wanted to work on going?"
See also: Quarterly Reflections: 360° Feedback for the full process overview, and the 360 feedback helpdesk page for app instructions (round management, coach tools, access settings).
Accompanying tasks
Its accompanying tasks are ready in the Moral Fabric Asana as [Task Pattern] Facilitating a Reflection Session and appear on the page once it is published.