Which of the following behaviors is a demonstration of effective coaching principles?

• A. Emphasize first what was done right and tactfully focus on employee behavior, not the person.
• B. Review what went wrong and emphasize problematic behavior.
• C. Compare employees to each other so that models of good and bad behavior are known.
• D. Call employees together to use correction as a teachable moment for everyone.

Answer: (A)

Effective coaching relies on building a constructive dialogue that recognizes what’s working and clearly guides improvements. Starting with what was done right helps the employee feel seen and valued, which increases openness to feedback. When feedback centers on specific behaviors and their impact rather than labeling the person, it provides concrete, actionable steps and preserves the employee’s dignity. This approach builds trust and psychological safety, making the person more willing to try new behaviors and grow.

If you lead with what went wrong, it can feel punitive and provoke defensiveness. Comparing employees to one another tends to undermine collaboration and trust. Calling everyone into a group to “correct” can embarrass individuals and dampen future willingness to speak up.

So, the strongest coaching approach shows strengths first, addresses behavior with tact, and offers a clear path for improvement.