Create a specific performance-coaching commitment with a trigger and follow-up window.
Use one coaching question before advice in a real performance conversation. a direct report asks for help with a missed deadline, unclear stakeholder expectation, low motivation, or a first draft that is not ready If [specific coaching cue] happens, then I will [one coaching behavior] before I give advice. I will know it worked if [observable response or next step]. In three days, check whether you used the trigger, what happened next, and what you would adjust. A direct report asks, What would you do? during a 1:1 about a blocked deliverable. An employee brings a vague development goal like…
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