1
5-10 minutesTrustworthy Introduction
Begin with a specific, positive observation.
AI role-plays for leaders
Step-by-step guide: Learning to Conduct Development Conversations
Total duration approx. 60–75 minutesQuick Reference
As a leader, you need to conduct many Development Conversations and need a standardized approach - that's what our guides are for. Optimize your preparation and conduct structured, goal-oriented conversations.
Learning to Conduct Development Conversations — Quick Reference (5 phases)
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15-20 minutesReview and Current State Analysis
Allow the employee to speak first to understand their perspective.
3
15-20 minutesDeveloping Goals and Visions
Encourage the employee to share their own ideas.
4
15-20 minutesAction Planning and Resources
Work with the employee to create a clear action plan.
5
10-15 minutesCommitment and Next Steps
Ensure the employee feels committed to the actions.
The 5 Phases for successful Development Conversations
THEORY READ — PRACTICE NOW
Practice this conversation with AI
Help Craig recognize the contradiction between his stated ambitions and his choices, uncover the fear underneath it, and agree on one realistic development step.
The Staff Accountant Who's Plateaued and Won't Admit It
Craig Embry
MediumStaff Accountant · INTP
A dependable staff accountant who delivers routine work consistently but avoids stretch opportunities, then feels stuck and under-challenged without admitting why.
declines bigger development stepsalways says things are fine
Free·5-10 minutes·With feedback
1
Trustworthy Introduction
5-10 minutesYou create a relaxed atmosphere by starting with a positive observation. This helps both you and your counterpart feel comfortable.
Tips
- Begin with a specific, positive observation.
- Maintain eye contact to convey trust.
- Speak in a calm and friendly tone.
- Use brief pauses to give the employee space to reflect.
Example phrases
- "Mir ist aufgefallen, dass..."
- "Ich habe bemerkt, dass Sie..."
- "Ihre Leistung in... war wirklich beeindruckend."
Standard situations
"I wanted to express my appreciation for your work. "
"Your performance in the last quarter was outstanding. "
"I am impressed by your commitment to... "
"Thank you for always being so reliable."
Difficult situations
"I know there have been challenges, but... "
"Although there were some difficulties, I noticed your efforts. "
"Despite the obstacles, you did a great job. "
"I appreciated your dedication, even when we faced hurdles."
2
Review and Current State Analysis
15-20 minutesYou analyze past performance and developments together with the employee. This helps in setting realistic goals.
Tips
- Allow the employee to speak first to understand their perspective.
- Highlight both successes and areas with potential for improvement.
- Use specific examples to illustrate feedback.
- Avoid making judgments during this phase. Focus on facts.
Example phrases
- "Wie bewerten Sie Ihre Entwicklung der letzten Monate?"
- "Welche Erfolge hatten Sie kürzlich?"
- "Welche Herausforderungen sind Ihnen begegnet?"
Standard situations
"Can you provide an example of a project that went well? "
"What challenges have you faced recently? "
"How do you feel about your current responsibilities? "
"What strengths have you developed further lately?"
Difficult situations
"It seems that you have encountered some challenges. Can we discuss this? "
"I’ve noticed that there have been difficulties in certain areas. "
"There are a few issues we need to clarify. "
"I have the impression that not everything has gone smoothly. What are your thoughts?"
3
Developing Goals and Visions
15-20 minutesYou will collaboratively establish clear, motivating goals with the employee that build on their strengths and promote growth.
Tips
- Encourage the employee to share their own ideas.
- Ensure that the goals are formulated in a SMART way.
- Foster the employee's sense of ownership in achieving the goals.
- Discuss potential obstacles and solutions.
Example phrases
- "Welche Ziele möchten Sie in nächster Zeit verfolgen?"
- "Wie stellen Sie sich Ihre berufliche Zukunft vor?"
- "Was möchten Sie in den nächsten Jahren erreichen?"
Standard situations
"What goals have you set for the upcoming year? "
"How do you envision your role in the future? "
"Is there something you are determined to achieve in your career? "
"How can we support your professional aspirations?"
Difficult situations
"I have the impression that we're not quite on the same page. What are your thoughts? "
"It seems to me that the objectives are not clearly defined yet. What do you think? "
"It might be beneficial for us to revisit the goals. "
"I sense that we have different perspectives. Let's clarify this."
4
Action Planning and Resources
15-20 minutesYou collaboratively develop specific actions with the employee to achieve the defined goals and identify necessary resources.
Tips
- Work with the employee to create a clear action plan.
- Ensure that all necessary resources are identified and available.
- Document the actions in writing to establish accountability.
- Schedule regular check-in meetings to monitor progress.
Example phrases
- "Welche Schritte sind notwendig, um Ihre Ziele zu erreichen?"
- "Welche Ressourcen benötigen Sie, um erfolgreich zu sein?"
- "Wie können wir den Fortschritt am besten überwachen?"
Standard situations
"What actions would you like to take to achieve your goal? "
"What support do you need from me? "
"Are there any resources we can provide? "
"How can we monitor and adjust the actions?"
Difficult situations
"It seems to me that the actions have not been clearly defined yet. What are your thoughts? "
"I have the impression that we might need additional resources. "
"It might be worthwhile to reconsider the proposed actions. "
"I feel that we have different perspectives on the necessary steps."
5
Commitment and Next Steps
10-15 minutesYou secure the employee's commitment to the agreed-upon actions and clarify the next steps.
Tips
- Ensure the employee feels committed to the actions.
- Set clear review dates and document them in writing.
- Encourage the employee to regularly assess their progress.
- Document all agreements in writing to create accountability.
Example phrases
- "Sind Sie mit dem Plan und den Maßnahmen einverstanden?"
- "Wann können wir die nächsten Schritte überprüfen?"
- "Wie fühlen Sie sich mit den vereinbarten Maßnahmen?"
Standard situations
"Are you in agreement with the next steps? "
"When can we review your progress? "
"Do you have any questions regarding the actions? "
"When would be a good time for our next follow-up?"
Difficult situations
"It seems that not all points have been clarified. Can we go through this again? "
"I have the impression that we should discuss the next steps in more detail. "
"Are you sure that all the action items are clear to you? "
"It might be helpful if we document the action items in writing."
Avoid Mistakes
Common mistakes in Development Conversations
and how to avoid them
These typical mistakes can jeopardize the success of your conversation. Recognize them early and respond professionally.
Mistake #1
Viewing Development as a One-Way Street
You define development goals without understanding the employee's career aspirations. "I think you should focus more on project management; it aligns with your skills." The employee feels controlled and loses motivation for growth. Development only works when it aligns with personal goals. Our AI suggests: "Where do you see yourself in two years, and what skills would you like to develop for that?" This approach creates authentic development plans driven by intrinsic motivation.
Mistake #2
Overlooking Strengths, Overemphasizing Weaknesses
You primarily focus on areas for improvement while overlooking existing strengths. "You absolutely need to work on your presentation skills and also improve your time management." As a result, the employee loses confidence, and their natural talents go untapped. Strengths-based development is often more successful and motivating. Our AI suggests: "Your analytical skills are outstanding—how can we leverage them even more?" This approach builds on what already exists and creates opportunities for success.
Mistake #3
Setting Unrealistic Development Goals
You are planning too many or overly ambitious development steps at once. "You should build leadership skills by the end of the year, become an Excel expert, and improve your rhetoric." The employee feels overwhelmed and ends up achieving none of these goals. Overwhelm leads to frustration and the abandonment of development ambitions. Our AI suggests: "Which single development goal is most important to you in the next six months?" This way, you create focused successes and sustainable progress.
Mistake #4
Development Without Concrete Actions
You discuss areas for development but do not plan specific steps. "You could further your education in communication; that would surely benefit you." Without concrete actions, development remains an uncommitted desire. The employee doesn't know how to get started and quickly loses motivation. Our AI suggests: "What specific seminar or mentor could you consider for your communication development?" This way, you make development tangible and actionable.
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