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Growth Performance
Building the Human Advantage in an AI-Driven World
Development Conversation Guide For Managers & Coaches
Development Conversation Guide
A development conversation is not a performance review. It is a dedicated, forward-looking conversation about what the person wants to become — and how you can support them. Use this guide to structure a conversation that genuinely moves someone forward.
Before you start: Separate this from performance conversations if you can. A dedicated development conversation — even 45 minutes quarterly — sends a powerful message: I am invested in who you are becoming, not just what you deliver.
Meeting Details
Date
Team Member
Manager / Coach
1. Discovery: Where Are You Now?
Start with the person's current experience — not your assessment of them. Listen more than you speak.
How are you finding your current role? What's energising? What's draining?
What are you most proud of in the last 3-6 months?
Where do you feel most in your element — in flow, doing your best work?
2. Aspiration: Where Do You Want to Go?
Explore what the person genuinely wants — not just what seems realistic. Start with aspiration, not constraint.
If everything worked out well, what would your career look like in 3-5 years?
What kind of work do you want to be doing more of? What kind less of?
What would you like to be known for — your signature contribution?
3. Strengths: What's Working?
What do you consider your greatest strengths? Where do you consistently show up at your best?
Manager's view: strengths I observe (be specific):
4. Gaps: What's in the Way?
What skills or experiences do you feel you're missing? What holds you back?
Manager's view: development areas I see (be kind and honest):
5. Options: What Could You Do?
Generate options before evaluating them. What development experiences would build the capability they need?
What could you do to develop this capability? Think broadly — courses, projects, feedback, relationships, reading.
Options I can create or facilitate as their manager:
6. Commitment: What Will You Do?
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Development Action
Owner
By When
1
2
3
What support or resources does the person need from me?