Setting appropriate goals is key to effective team development. Align the goals of the organization, and your own goals with those of both the team and the individual's aspirations.
The GROW model – Goals, Reality, Options, Way forward – is the most powerful framework for coaching conversations. It helps in structuring the dialogue to be more productive, focused, and outcome-oriented. Write down the framework before your next converation and think about questions you can ask.
Coaching isn’t always the answer. Avoid coaching in situations where you already have a fixed solution in mind. Leaders should coach when they truly want to help team members explore, grow, and find their own solution.
Coaching is not a way to get your team members to validate your ideas and opinions.
The first you took in this session was to reflect: "For whom in your team is it most important to discuss her career development or her learning?" Remember your Moment of Truth that you want to put into practice:
With whom from your team are you planning to talk to?
At the end of the session, you also noted 2-3 good coaching questions that you are planning to ask him or her.
Remember that you have all these notes already in your Miro board prepared.
How can you make sure that you apply the learnings from this session? Of course, by talking with your training buddy about it!
