How do we come up with feedback that's specific and actionable? One alternative is by examining the role of speech act in feedback.
Feedback is important in our pursuit to make progress and improvement. But, what kind of feedback that we need?
Our role as a coach, not a consultant, often encouraged us to ask questions, even when answering our clients' own questions.
One alternative to better facilitate a meeting is by having a clear distinction on the roles that the facilitator can assume.
What does active listening mean and what is the practical implementation of it?