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 five 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.
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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.
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Values, motivations, purpose, priorities. Once a year. If new, or after 3 months from starting a new role.
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Both WHATs (priorities) and HOWs (behaviour). Quick check-ins daily.
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Individual and team review with development focus. Fortnightly or once a month.
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Once a year set up or project based. Then ongoing in WIP and progress review.
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Key achievements and opportunities for development for both WHAT’s and HOW’s. Every 6 months/twice a year.