How to Help your Managers Have Insightful Career Developments Conversations With Employees
In previous blogs, mentioned the importance of making that shift from boss to coach. And how the role of a manager is more effective when coaching staff rather than managing them.
We also covered the intricate personalities of how to coach people where they are based on their personalities, their strengths and who they are so they feel they are getting the most value by working at our companies.
Now, we are going to cover the culture of development and unpack the famous one-on-one — the coaching conversations your managers should be having with every team member.
In this blog, you will also find a career framework to have the most effective one-on-ones.
Table of Contents:
Now that you have mastered how to manage conflict - what is your plan of action for making an impact with your team?
Now that you have mastered how to create an environment of empowerment via the 3-P's - what is your plan of action for making an impact with your team?
Developing Your Communication, Empathy and Emotional Intelligence skills is start. What is your plan of action for implementing your learnings within your your team?
Now that you understand the differences in these titles - what is your plan of action for what you learned?
Assessing your team's behaviors is a start - but do you have a plan of action for the results?
Now that you have mastered the art of decision making - what is your plan of action for making an impact with your team?
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A DISC Behavior Assessment is the best way to understand your team's personalities.
Each DISC Assessment includes a Self Assessment and DISC Style evaluation worksheet