Make development conversations more specific.
Bring together what someone wants to learn, where they need support and what their manager has observed. Give the next development conversation a starting point in the work itself.
Ask about work people actually do
Invite employees to describe a recent challenge or opportunity. Ask which part felt difficult and where more practice, information or feedback would help.
Bring in the manager’s observations
Ask where they have seen progress and what opportunities are available. Their view can help distinguish a learning need from a missing tool, an unclear expectation or a lack of time.
Agree on a small next step
Use the discussion to choose an opportunity to practice, a person to learn from or a time to revisit the topic. Keep the plan practical enough for the employee and manager to follow.
Getting started