1
5-10 minutesTrustful Introduction
Warmly greet the employee and ask how they are doing.
AI role-plays for leaders
Step-by-step guide: Coaching Conversation
Total duration approx. 60–75 minutesQuick Reference
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.
Coaching Conversation — Quick Reference (5 phases)
Bookmark this page for quick access2
15-20 minutesReflection & Current Analysis
Ask targeted questions about recent projects and their outcomes.
3
15-20 minutesDeveloping Goals & Visions
Ask the employee where they see themselves in one year.
4
15-20 minutesAction Planning & Resources
Inquire about the essential resources the employee needs.
5
10-15 minutesCommitment & Next Steps
Summarize the key points of the conversation.
The 5 Phases for successful Coaching Conversations
THEORY READ — PRACTICE NOW
Practice this conversation with AI
Coach Nora to recognize why she hesitates on higher-priced arrangements and agree on one concrete, customer-centered behavior change for future sales conversations.
The Floral Designer Who Undersells Every Arrangement
Nora Calloway
MediumFloral Designer · ISFJ
A talented service employee who protects customers from spending and undervalues her own expertise because she equates kindness with holding back.
rounds totals downapologizes for prices
Free·5-10 minutes·With feedback
1
Trustful Introduction
5-10 minutesBegin the conversation with an open, positive attitude. Create a pleasant atmosphere where the employee feels comfortable speaking honestly.
Tips
- Warmly greet the employee and ask how they are doing.
Example phrases
- "["Ich freue mich, dass wir uns heute Zeit für unser Gespräch nehmen können. Wie geht es Ihnen?","Ich habe Ihre letzte Präsentation sehr geschätzt. Was haben Sie dabei gelernt?","Ich weiß, dass wir einige herausfordernde Themen haben. Lassen Sie uns offen darüber sprechen."]"
2
Reflection & Current Analysis
15-20 minutesAnalyze past performances and challenges together with the employee. Focus on specific examples and encourage honest reflection.
Tips
- Ask targeted questions about recent projects and their outcomes.
Example phrases
- "["Wie haben Sie die letzten Projekte erlebt? Was lief gut, und wo sehen Sie Herausforderungen?","Welche Faktoren haben Ihrer Meinung nach zu den Ergebnissen beigetragen?","Gibt es etwas, das Sie in der letzten Zeit frustriert hat? Lassen Sie uns das gemeinsam anschauen."]"
3
Developing Goals & Visions
15-20 minutesAssist the employee in formulating clear and achievable goals. Collaborate to create a vision for their professional future and discuss their ambitions.
Tips
- Ask the employee where they see themselves in one year.
Example phrases
- "["Wo möchten Sie in einem Jahr stehen, und welche Schritte sind notwendig, um dorthin zu gelangen?","Lassen Sie uns gemeinsam ein Ziel formulieren, das spezifisch, messbar, erreichbar, relevant und zeitgebunden ist.","Wie können wir Ihre Ziele so gestalten, dass sie auch den Unternehmenszielen dienen?"]"
4
Action Planning & Resources
15-20 minutesCollaborate with the employee to develop concrete measures for achieving the set goals. Identify the necessary resources and support they may require.
Tips
- Inquire about the essential resources the employee needs.
Example phrases
- "["Welche Ressourcen oder Unterstützung benötigen Sie, um Ihre Ziele zu erreichen?","Lassen Sie uns einige konkrete Schritte definieren, die Sie in den nächsten Monaten umsetzen möchten.","Gibt es Schulungen oder Kurse, die Ihnen dabei helfen könnten, Ihre Ziele zu erreichen?"]"
5
Commitment & Next Steps
10-15 minutesSummarize the discussed goals and actions, and ask the employee for their commitment. Clarify the next steps and schedule follow-up appointments.
Tips
- Summarize the key points of the conversation.
Example phrases
- "["Zusammenfassend haben wir Ihre Ziele und die notwendigen Schritte festgelegt. Sind Sie bereit, sich darauf zu verpflichten?","Wie können wir sicherstellen, dass wir in den nächsten Wochen in Kontakt bleiben und Ihre Fortschritte besprechen?","Wann wäre ein guter Zeitpunkt für unser nächstes Gespräch, um über Ihre Fortschritte zu reden?"]"
Avoid Mistakes
Common mistakes in Coaching Conversations
and how to avoid them
These typical mistakes can jeopardize the success of your conversation. Recognize them early and respond professionally.
Mistake #1
Finding the Balance Between Leadership and Coaching
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.
Mistake #2
Asking Superficial Instead of In-Depth Questions
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.
Mistake #3
Avoiding or Mismanaging Emotional Topics
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.
Mistake #4
Overcoming Resistance to Self-Reflection
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.
Get Started
Ready for your Coaching Conversation?
You've read the guide - now it's time to apply what you've learned in practice. Train with our AI and become a conversation pro.
Realistic AI conversation partners
Instant feedback
Various scenarios
Free to start • No credit card • GDPR compliant
More Conversation Guides
Discover more conversation guides for different conversation types and expand your leadership skills.
Annual Performance Reviews
Guide for Annual Performance Reviews
Feedback Conversations
Guide for Feedback Conversations
Development Conversations
Guide for Development Conversations
Employee Conversations
Guide for Employee Conversations
Feedback Conversations
Guide for Feedback Conversations
Conflict Conversations
Guide for Conflict Conversations
