I totally understand if a coachee doubts the value of my feedback—after all, they are the expert in their own life. My role is more like a mirror, reflecting back what I observe so they can see potential hidden spots or opportunities for growth. I often invite them to co-design clear, measurable goals based on our conversation so they can test out these insights themselves and see real progress. I also encourage them to hear from peers or another mentor if they feel hearing from them would help reinforce what we’ve discussed. Ultimately, the power lies in their hands—I’m here to help them unlock it.

To ensure your feedback lands with impact, it's important to show its relevance through real-world examples and clear connections to your coachee's goals. When your feedback is tied to their unique challenges and growth aspirations, it becomes more than just advice—it becomes a valuable tool for transformation. Ask them to reflect on past successes where they implemented feedback, even small changes, and see how they moved the needle forward. Feedback that’s actionable, aligned with their vision, and supported by measurable progress will speak for itself. Transforming feedback into action is where the magic happens.

I will be acknowledging the situation, listen to their concerns and ask insightful questions to get clarity about their feelings, resistance and viewpoint. Without dictating the conversation, i will give them freedom and control throughout the process in order to empower them with ownership and accountability of their action. In terms of feedback, i ensure it address their concerns, and really connects to their goals through data, examples and relatable success stories (avoid too much of my own stories/experience). Highlighting the potential consequences (what if not), helpful to reinforce the important of change as well.

I believe demonstrating the impact of feedback requires a blend of evidence, reflection, and real-world application. First, I’d revisit past feedback and highlight measurable improvements they’ve made, linking it to their professional growth. Using concrete examples, success stories, or case studies can reinforce how similar insights have helped others. Encouraging them to track progress through self-assessment or feedback from peers also builds credibility. Most importantly, I’d create opportunities for them to apply suggestions in real scenarios, allowing them to experience firsthand the difference it makes.

When a coachee doubts the value of my feedback, I shift from telling to showing. I connect my insights to their real-world challenges, using past successes or industry examples to illustrate the impact. I also set measurable goals so they can track their progress and see the direct link between feedback and results. Most importantly, I foster a partnership—inviting them to test strategies, reflect, and adapt together. When they experience firsthand how small shifts lead to greater confidence, performance, and career growth, the value of feedback becomes undeniable.