Once upon a post, we took a look at a leader who walked out of a feedback session feeling like a corporate superhero… while the employee left wondering if they’d just been complimented, criticized, or cryptically dismissed.

You loved that post—so here’s the full behind-the-scenes version, diary-style.

📓 Entry 1: The Leader’s Journal

“Nailed it today.”
Just finished coaching one of my team members and wow, I was on fire. I followed the feedback sandwich model to the letter:

• Praise ✅
• Opportunity for growth ✅
• Motivational quote to close ✅

I even said “I believe in you” with a slight head nod for emotional impact. The employee nodded the whole time, so they must’ve felt empowered.

I’m feeling very leadership-y. Might even write a LinkedIn post about it. #CoachingMatters

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📝 Entry 2: The Employee’s Journal

“What just happened?”
We had a “coaching session” today. I say “coaching” in quotes because:

• He told me I’m doing great
• Then said I’m not meeting expectations
• But also said he believes in me?

I asked for clarification, and he said, “Trust the process.”

I smiled and nodded, mostly because I wanted it to end. I left more confused than when I started. Am I in trouble or being promoted? No clue.

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💬 Let’s Talk About the Disconnect

Same room. Same conversation. Two entirely different takeaways.

Why? Because the intention doesn’t always match the impact. And when feedback lacks clarity, structure, or genuine connection, it becomes a corporate monologue instead of a growth moment.

That’s where SMART coaching comes in.

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💡 The SMART Fix: Coaching That Connects

SMART isn’t about sounding impressive—it’s about creating clarity, connection, and accountability.

S – Set the Tone
Before jumping into performance, set the emotional tone. Ask how they’re doing. Get present. Build rapport.

M – Make it Meaningful
“Good job” is vague. Say why it was good. Tie feedback to goals, effort, or growth.

A – Ask, Don’t Assume
Ask questions: “How do you feel about that?” “What’s working for you right now?” Feedback is a two-way convo, not a solo performance.

R – Reflect and Redirect
Have them reflect back what they heard. Then guide the conversation toward next steps and ownership.

T – Tie it Back
Always tie coaching back to personal goals, team outcomes, or development plans. If they can’t see the “why,” they won’t buy in.

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🧠 Final Thoughts

The strongest leaders aren’t the ones who follow the steps, they’re the ones who connect through them.

So, before you write your next journal entry bragging about how well it went, ask yourself: “Did they walk away with clarity, or did I walk away with ego?”

✅ Want More SMART Leadership Tips?

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Let’s connect. Whether you’re a people leader, HR pro, or someone navigating the chaos of corporate life, I’m here for it.

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Be SMART. Lead boldly. And remember, coaching is a dialogue, not a diary entry.