development, their overall career path, or the company itself. They should be prepared to discuss what specific steps they will take to learn more about those things and how their curiosity in these subjects will put them closer to the goals that you had discussed earlier in your conversation. Î Peer-to-Peer Coaching: Ask the person you are coaching to meet with a new peer each week to discuss what they are curious about. These conversations are meant to spark curiosity for this individual and get them thinking about what else they can learn about their path. They should ask their peer what things they want to learn about and how they go about fueling their curiosity, whether it be research, asking questions, or participation in activities outside of their direct tasks and job description.
Supplemental Coaching Strategies:
Î Non-Verbal Coaching: Now that you know what the individual might want to learn more about as it pertains to their career, their current position, or the company, share materials with them that might help to fuel that curiosity, such as books, articles, or activities to participate in. Leave these materials at their workstation with a handwritten note sharing with them why these items relate to what the individual is curious about. Î Observational Coaching: Have the individual get their brain thinking about things outside of their task list. They should take a short break each day to observe the things that are happening around them and see what they can learn about their position or the company from their observations. What conversations are happening, what are their peers working on that interests them, or what operations might they be curious about? Encourage them to ask questions to learn more about the things they are observing.
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