Development discussions always go better when your employee comes prepared to engage in conversation. We’ve designed this guide to help your team members think more deeply about their development goals and key actions. Give it to them in advance and ask them to bring it with them to ground your development discussion.
You can download the PDF here.
Use this Development Discussion Planner to help your employees prepare
Ask your employee to reflect on both their current and desired future roles and answer the following questions.
What strengths would you like to leverage and grow?
Leveraging strengths is a great way to start the discussion. How can you test and build upon these strengths across a variety of contexts? Once the discussion moves to action planning, think about ways you can pair up your team members to help one another.
In what strategic relationships would you like to invest?
Often the most important work to get ready for the next level or a strategic lateral move involves building more influential relationships. Encourage your employees to think about where they need to invest in relationships for their current role, as well as future roles. Who can help champion, sponsor, prepare for, and give them a taste of their desired future?
What challenges are you looking to overcome?
This is an important calibration point. You want to know if they know what’s holding them back. Much better to start with their perspective before adding yours.
What skills would you like to learn or improve?
Our training clients often tell us that they are often surprised by the answer to this question. Giving your employee some time to think about this in advance will lead to a meatier list.
What support do you need?
Ask your employee to come with a specific “ask.” This helps overcome the two most frequent answers to this question, “I don’t know” and “I haven’t thought about it.”
Your turn. What questions would you add?