This course is for managers and team leads who were promoted for doing the work well and now lead people, and for mentors, supervisors and project leads who hold development conversations. Growing people is a different skill from doing the work, and it is a practice you can begin in your next one-to-one.
Here you learn the coaching conversation itself. You learn to tell whether a moment calls for coaching, mentoring or managing, and to say which one you are in; to ask before you tell; and to run a one-to-one that belongs to the person you lead. Feedback, hard conversations and development on the job follow, and the course ends with a team in which everyone develops someone.
Every module has one tool built for managers beside tools from the wider library. In The One-to-One you plan and record a regular meeting with their agenda first and one coaching conversation run with GROW, CLEAR or OSKAR. The Seven Questions Log notices which short coaching questions you asked and where you slipped into advice. Feedback That Lands prepares one piece of feedback with situation, behaviour and impact, and The Immunity Map helps you find the hidden commitment behind a goal that keeps stalling.
On WorkSmart4Life this course sits under Connect, the move about teams, leading and conversation. The One-to-One and How Safe Is My Team? also appear in Work Well Together. I suggest you begin with the first module, The Three Modes, and its tool Coach, Mentor or Manage?: before one conversation that matters, decide the mode and write the opening line that names it. A free 24-hour trial lets you try the whole course first.
Dr Alten du PlessisFounder, WorkSmart4Life