What Are We Missing In Coaching Our Ambitious Employees?

As people leaders, learning to coach high-energy employees is crucial for meaningful growth conversations.

How can managers effectively guide those eager for new projects that don't quite fit their current role or team's immediate needs?

Instead of jumping straight to solutions, we encourage leaders to step back and ask: What's truly driving this interest? What are they hoping to learn or contribute?

These fundamental questions open the door to meaningful dialogue, signaling your investment in their professional growth, not just their output.

In this episode, you'll learn actionable strategies for these vital discussions, including:

• Why your word choice matters more than you think (hint: it's about 'and,' not 'but'!).
• How to find the perfect "stretch" opportunities that align employee ambition with team goals.
• The power of Individual Development Plans (IDPs) to strategically align career goals with business needs.

When employees express a desire to grow, it's a compliment to your leadership. It means they trust you enough to share their goals. Our job isn't to say yes to everything; it's to help them grow in ways that strengthen both the individualand the team. This is our chance as people leaders to shape,not silence, employee ambition.

Have HR questions for the show? Send them to: [e-mail], and don’t forget to subscribe, like, and share! #AskHR #YouselinePoteau #YPPMC #GoodHR #PeopleandCulture #Leadership #EmployeeDevelopment #HR #Coaching #AmbitiousEmployees #FutureOfWork #IndividualDevelopmentPlan #GrowthConversations #WorkplaceCulture

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Episode Resources:

• Research from SHRM and Deloitte shows that IDPs improve engagement, retention, and alignment withbusiness goals. 1) Deloitte recognizes the importance of linking individual development to performance management. They suggest that performancemanagement should focus on clearly defined purposes, potentially decoupling developmental conversations from assessments and embedding them in the flow ofwork, according to Deloitte research. IDPs can be usedwithin overall performance reviews to identify high-performers, reward achievements, and address development needs. 2) SHRM Ramp Up Professional Growth with Individual DevelopmentPlans