The Four-Step Coaching Conversation Model
Awareness Conversation This is typically when we build awareness of where there’s an opportunity to coach. It is vital leaders understand it is not always where someone is doing something wrong or where they need to improve. It can also be tied to their career goals or even the strengths they want to improve.
The awareness conversation has two main objectives. 1. Establish awareness of the area to be coached. 2. Facilitate a learning project at the end of the conversation to start the coaching relationship.
For example: “Tom, I really enjoyed our conversation and I’m wondering if it makes sense to get together every week for roughly 8-12 minutes and chat around your goal of becoming a future leader, and how being a positive influential teammate will get you there. What are your thoughts?” Typically, employees agree and then you can assign your first learning project such as coming in the following week with examples of where they positively engaged
with thoughtful effort with their teammates and how it served them well. We also encourage the use of 6 words when having this conversation: 1. we 2. share
3. opportunity 4. perspective 5. observation 6. and (please try not to use the word but when conversing with people you’re coaching)
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