When people in management positions shy away from providing regular coaching and feedback, it is often due to the fear of generating conflict. The tone and approach managers use will determine how well or how poorly the coaching and feedback is received. At the root, the problem may be that performance or behavioral expectations were not clearly established up front. That makes it difficult to provide feedback within an established framework.
Done effectively, coaching and feedback are the greatest gifts a leader can give their employees. They are tools in the leader’s tool kit to help their employees learn and grow, and get better at what they do. As a result, the employees add value to the team and organization, and work hard helping the team and organization prosper.