Boss to Coach Templates and Courses
A culture of employee development is the most productive environment for both your business and your employees. The best conversations are frequent, focused, future-oriented, and strengths-based. Create a common language of strengths and imbed it through the 5 performance development conversations below.
Here you’ll find everything you need from workshop workbooks, links to courses and simple to complete templates that ask good questions and spark strong conversations.
FOUNDATION – Unlock a Common Language of Strength
Teams that use their strengths perform better. Period. Increased productivity and sales. Higher employee engagement. Lower attrition. Give your team the opportunity to discover what they do best using the CliftonStrengths assessment. Have meaningful conversations about how they can use their CliftonStrengths to succeed.
Conversation 1
Setting Expectations – Role and Responsibilities Orientation
Values, motivations, purpose, priorities. Once a year. If new, or after 3 months from new start.
Conversation 2
Everyday Feedback – Management by walking around
Both WHATs (priorities) and HOWs (behaviour). Quick check-ins daily.
Conversation 3
Check In – Planning and prioritisation
Individual and team review with development focus. Fortnightly or once a month.
Conversation 4
Developmental Coaching – Development plan
Once a year set up or project based. Then ongoing in WIP and progress review.
Conversation 5
Progress Review – Create accountability
Key achievements and opportunities for development for both WHAT’s and HOW’s. Every 6 months/twice a year.
