Catalytic Coaching

Coach’s Guide to Development Plan Sessions Listen for the improvement goals You recommended “what” the employee should work on, and in this meeting they’ll share with you “how” they plan to get it done. Ask questions and make sure what they include aligns with what you’re hoping they improve. Look for SMART goals As the employee shares their Development Plan, make sure their goals are SMART: S pecific, M easurable, A chievable, R elevant, T ime-bound Check dates for front-loading Often employees get excited and want to get all their goals done in the next 3 months. Make sure they spread them out a bit so they continue to focus on their work as well as their development.

Coach’s prep: ❏ Review employee’s Blue Coaching Worksheet ❏ Review the Development Recommendations you shared with the employee What to expect: There is no specific script for the Development Plan Sessions. You can kick off the conversation by asking how the task of completing the Development Plan was for them - was it easy or difficult? Why?

This meeting should take no longer than 30 minutes.

At the end of the meeting, ask the employee to schedule 15-minute check-ins once a quarter to review their progress on their Development Plan. These 15-minute check-ins can be included in a regularly occurring one-on-one meeting.