Coach for Growth, Not Just Correction

Too many managers only give feedback when something goes wrong.

They correct mistakes, flag issues, and try to “fix” poor performance—but rarely stop to coach when things are going well. The problem? That kind of feedback only tells someone what not to do. It doesn’t help them grow.

Great teams don’t just need correction. They need coaching.

Correction fixes errors. Coaching builds capability.

Coaching sounds like:

• “Here’s how you could approach that next time.”
• “You handled that well—let’s build on it.”
• “What do you think is the best next step?”

It’s future-focused, not just reactive.

If you only show up when there’s a problem, you become the person who delivers bad news. That erodes trust. It also means your best performers never get pushed to improve—because they’re doing “fine.”

Your team should hear from you regularly, not just when they mess up. And that feedback should help them get better, not just avoid mistakes.

Correction prevents failure. Coaching builds future leaders. If you want your team to grow, make coaching a habit—not a last resort.