The problem this workshop addresses
- Career conversations happen too late or only during review cycles.
- Managers either stay so open that context is missing or shift too quickly into advice and appraisal.
- Employees need room to explore their future while understanding role standards and organisational realities.
Who this workshop is for
People managers who hold ongoing development and career dialogues with their reports.
- Managers who want development to continue between formal reviews
- Leadership programmes that need a reusable career-conversation method
- Organisations that want context and coaching to coexist
What participants leave with
- Hold development conversations more regularly than the annual review cycle
- Stay curious about the person instead of assessing current work
- Add role and organisational context while preserving ownership of the development path
Client voices from related work
Selected from approved client testimonials that match the theme of this workshop.
“I was able to see actual results from just 1 coaching session. Maik's powerful coaching techniques allowed me to think deeper into my issues, which led me to ultimately come up with the answer that really worked for me. I'm very satisfied!”
“Maik's ability to ask insightful questions to move my thinking process forward was so powerful. He consistently ensured that the desired outcomes were kept in focus. His creative use of technology made communications very effective.”
“I used to be stressed and overworked because I was firefighting all the time. Through Maik's training, I learned how to empower my team to find their own solutions. In return, I found more time to work on the things that matter most.”
What gets practised
- Future-focused inquiry
- GROW conversations
- Clarify-step context
- Person-centred listening
Workshop flow
Open the future and establish the two goals of the conversation
Clarify role standards and organisational reality without taking over
Explore reality and options through GROW
Agree one concrete way forward
Typical use cases
- Talent development
- Career frameworks
- Manager capability building
Fit and boundaries
Not a fit for
- Promotion promises, succession decisions, compensation discussions, or formal career counselling