Guide a development conversation from vague ambition to a specific practice commitment.
Direct report DR Employee in a live coaching conversation The moment The employee wants growth. The manager wants to help. Without structure, both leave with encouragement and no plan. Growth gets traction when aspiration becomes a visible practice rep. Coach move 1 question Risk owning too much Use structure without sounding scripted A development dialogue needs warmth and precision. Start by honoring the aspiration, then ask for a concrete target. "What capability would make the next role realistic?" moves from identity to skill. Reality should include evidence: recent work, feedback, patterns, and gaps. Options should include practice reps, not just…
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