How to Prepare for a Development Conversation (for Leaders)

Tips for leaders preparing for a development conversation with their team member.

1. Prepare an agenda and create a safe space

Make sure the employee knows what to expect. Emphasize that the purpose of the conversation is reflection, development, and planning for the future.

2. Review 360° feedback and the employee’s most recent IDP
   
   Check the key insights from the feedback - including those that may be surprising or inconsistent.

Review progress toward goals from the previous IDP and, if needed, ask colleagues for specific examples.

3. Prepare concrete observations – strengths and development areas
   
   Highlight around three strongest competencies and two to three key development areas, supported with examples and reasoning.

Referring to the competency framework helps maintain objectivity.

4. Ask questions and listen actively
   
   A development conversation is a dialogue, not a monologue. Start with open-ended questions such as:

“How do you assess the past six months?”
“Which pieces of feedback were most surprising to you?”
“What would you like to focus on in the coming year?”

Let the employee speak first.

5. Connect strengths with the employee’s aspirations
   
   Work together to find ways to use strengths to achieve goals. Suggest actions, projects, or support that will help the employee grow.
    
6. Discuss difficult topics with empathy

If something needs improvement, address it constructively.

Give space for emotions and, if needed, ask for support from HR (People Partner, HRBP).

7. Summarize the conversation and agree on next steps
   
   Encourage the employee to prepare a draft of their Individual Development Plan (IDP) within a week.

Schedule a follow-up meeting to finalize the plan together.

8. Be a development-oriented leader every day
   
   The development conversation is only a starting point.

Your everyday support and feedback have the greatest impact on your team’s growth.