Coaching Conversations

Connect learning to your work

A practical place
to begin.

Give someone room to work out a next step

When a colleague brings a problem, an immediate answer may feel helpful. Sometimes a question would reveal that they already see an option but need to think through a constraint. This Skill Lab explores how to open a coaching conversation, listen for the person's goal and help them choose an action they understand and own.

In an illustrative exercise, a team member is unsure how to approach a difficult handoff. Instead of describing how you would do it, ask what needs to happen, what they have considered and where they feel stuck. Notice when your question contains a hidden instruction. Practice offering essential context clearly while leaving space for their reasoning.

Agree on an experiment

Help the person choose one manageable action and describe what they want to learn from trying it. Set a follow-up that fits the situation rather than checking every detail. Afterward, ask what happened and what they would change. Coaching does not mean withholding necessary guidance or leaving a serious risk unresolved; the practice is choosing a response that helps the other person develop judgment as well as move the immediate work forward.

Topics to explore

Your learning focus.

Start where you are

Who it’s for.

Managers and colleagues who support others' development

Bring a workplace situation you want to approach differently. We can discuss your experience, priorities and the support that would be useful before agreeing on delivery.

Learning that fits your context

Explore your online options.

Ask about live online, self-paced or blended online learning. The available approach, content scope and schedule are agreed for your request.

Select a preference and optional participant count in your training request. You can also leave both open for discussion.