Jul 16, 20212 min
Updated: Jan 3
- Listen to who this employee is
- Level by giving career feedback
- Look ahead to trends and changes
- Leverage the career lattice and multiple options
- Link to development resources
With a framework, you know how to signpost the conversation, so it is not just talk, and steer a 15 minute conversation to a clear outcome.
You also learn to ask powerful questions that probe deeper into who this employee is - what are their interests, values and strengths.
This makes for far richer conversation than simply asking, "How is everything?" or "Do you want to do XYZ?" Connect work to the development of employees and they will appreciate the opportunity. So it’s not simply, “You need to take on yet another project” (because there is no one else).
You learn to deal with tough questions like, "When can I be promoted? Why am I not promoted?"
So you can move beyond discomfort to manage awkward topics more confidently, give development feedback with care and honesty, and guide your employees towards learning and contribution.
"The career coaching framework is definitely helpful, it’s good that we learn the step by step approach, so it’s clearer and easier to apply. The workshop is an eye-opener, I gained knowledge and enjoyed the learning process."
- IT Manager, Real Estate Industry
Written by Wendy Tan
- Author, Keynote Speaker & Managing Partner of Flame Centre | Future Skills Institute
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Career Coaching in Organizations
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