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What critical, developmental feedback to coaches get from their coachees?

These are real examples of critical, developmental feedback that we received from a survey sent to coachees about our coaching style and inputs?
 These were the aspects of the coaching approach that did not work so well for the coachees:-
Greater emphasis on tools to assist with inter-personal skills.
More time on a personal toolkit of management skills.
No issues yet.
Not sure.
 Aspects that they would have us do differently were:-
Nothing, initially I was unsure what was expected of me but as I have had more sessions I have found them very useful.
It has gone well; I am now ready to move the sessions further apart as I put into practice what I have learned.
Nothing unless going to the pub is an option.
To focus in on my key issues and tell me what they are. (Which is a very interesting comment suggesting that this particular coachee has not yet understood or taken on the responsibility stance of a developing coachee.)
To stop writing so many notes. (This is a good observation and one that I will take a mental note of in our next coaching session. It is also interesting to ask myself and perhaps the coachee why they did not feel able to mention this to me at the end of one of our coaching sessions.)

In conclusion therefore it is satisfying to know that the positive feedback far outweighs the critical feedback. However within this critical but constructive feedback are learning messages for me as the coach to pay even more attention to what my coachees are thinking and feeling and to work harder at asking for, listening to and acting on their feedback where ever possible. It also reinforces the value of periodically sending out this sort of feedback questionnaire to our coachees because it does encourage them to think more deeply about our approach, any improvement areas and its impact on them.