As a leader, you need to conduct many Coaching Conversations and need a standardized approach - that's what our guides are for. Optimize your preparation and conduct structured, goal-oriented conversations.
Duration: 5-10 minutes
Duration: 15-20 minutes
Duration: 15-20 minutes
Duration: 15-20 minutes
Duration: 10-15 minutes
With this guide, you are optimally prepared to successfully conduct Coaching Conversations. Use the practical tips and example formulations for your specific situation.
Total duration approx. 60-75 Minuten
Ask targeted questions about recent projects and their ou...
Ask the employee where they see themselves in one year.
Inquire about the essential resources the employee needs.
These typical mistakes can jeopardize the success of your conversation. Recognize them early and respond professionally.
You may feel uncertain about when to switch between being a boss and a coach. Instead of asking, "What do you think about this?" you might give direct instructions like, "We will do it this way." However, direct leadership can hinder self-reflection. A better approach would be asking, "What options do you see here?" or "What would happen if...?" True coaching means asking questions, not providing answers.
You ask, "Is everything going well?" and receive only superficial answers. The problem: Superficial questions do not lead to genuine insights. Instead, become more specific: "Tell me about a situation that particularly occupied your mind this week." In-depth questions open up real conversations and promote self-reflection.
You may feel uncertain about how to handle emotions. When discussions become emotional, you quickly change the subject or say, "Let's stick to the facts." This leads to superficial conversations. The key is: "I sense this is important to you. Would you like to share more about it?" Emotions are the pathway to sustainable change.
When an employee shuts down, you might think, "They don't want to develop," and quickly give up. However, resistance is normal and indicates that you are touching on important issues. The solution lies in asking questions: "I sense resistance. What makes it difficult for you to talk about this?" Patience and genuine interest can open up closed-off individuals.
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Discover more conversation guides for different conversation types and expand your leadership skills.
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