A senior vice-president worries that attention on his people’s development will get overwhelmed in the volume of work. He asks his coach for tools to make the process effective and efficient.

Download our free tool that maps the Three Conversations Development Plan.

Core Concepts

Prioritizing professional development is hard.

The 3-Conversation model makes development easy for the leader and meaningful for the person.

The three conversations in summary:

1. Define ‘what,’ ‘why’ and give homework;
2. The person reflects on the homework and how they plan to improve;
3. Periodic check-ins about the homework. ‘What are you learning?’

The leader’s role in these conversations:

• Clarify the ‘what’ and ‘why’
• Listen and encourage
• Ask, ‘What are you learning?’

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If you’re thinking about coaching for yourself, or for someone on your team, let’s talk. tom@essentialcomm.com.

This episode is tagged in three categories in our podcast library:

Feedback

Leadership

Management Skills

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132 Coaching Your People

212 How to Coach Your People

258 How to Manage Defensive People

83 Leadership and Listening

206 Understanding Feedback

Thanks, as always, for your reviews!

Happy holidays.

Until next time, thanks so much for listening.

From The Look & Sound of Leadership team

After a leader turns around the performance of one of his direct reports, he and his coach explore how it happened. And how to make it stick.

Core ideas in the episode:

• Workplaces improve when positive feedback is present
• Our natural human negative bias is a barrier to giving positive feedback.
• Learn to notice when things go well.
• Tell people how they are helping solve the puzzle that is work.
• Research says the most effective feedback ratio is 4-to-1, positive to developmental.

Positive Feedback might sound like this:

1. Recognize what’s going well – and be specific
2. Appreciate how it’s helping solve the puzzle
3. Express your thanks

Developmental Feedback might sound like this:

1. Describe what happened – and be specific
2. Explain how it affects the puzzle solving effort
3. Express your hope for a different outcome

You can Sign-up for more resources and tools in our monthly email.

If you’re thinking about coaching for yourself, or for someone on your team, let’s talk. tom@essentialcomm.com.

This episode is tagged in three categories in our podcast library:

Managing Yourself

Perception – How You Perceive Others

Relationship Building

Related episodes to listen to are:

146 - Building Empathy

119 - Creating Devoted Followers

212 - How to Coach Your People

255 - How to Deepen Relationships at Work

260 - How to Guarantee Psychological Safety

Thanks, as always, for your reviews!

Until next time, thanks so much for listening.

From The Look & Sound of Leadership team

A toxic boss destroys psychological safety on her team. One of her direct reports talks to his coach about how to survive. And how to keep his own team safe.

Core ideas in the episode:

• Don’t take other people’s bad behavior personally.
• You are not a victim. You have choice.
• Document repeated bad behavior.
• Openly discussing mistakes without blame creates safety on a team.
• As the leader, be willing to admit your own mistakes.
• Ask people: “How do you think that went?” and “What could we do differently?” Then listen without debate or rebuttal.

A free infographic supports this episode. Download it here.

The episode referred to about creating strong personal relationships is:

#199 Personal Connections.

Sign-up for monthly resources and tools in our monthly email.

Curious about coaching for yourself or someone on your team? Let’s talk. tom@essentialcomm.com.

COACHES! Want to see this year’s pricing survey results? Pop me an email at: tom@essentialcomm.com.

And come join the Executive Coaching Special Interest Group. Check it out here.

Get additional tools for keeping yourself and your team psychologically safe in our podcast library in these three categories:

Assertiveness

Leadership

Managing Yourself

Additional episodes to listen to are:

187 - Agreeable Disagreement

70 - Assertion Versus Aggression

"75 - Don’t Take Anything Personally”

222- The Conflict Conversation

181 - Inviting Dialogue

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Until next time, thanks!

From The Look & Sound of Leadership team