By Aquiliea | TheAquilieaMethod.com
Last week, we talked about how to structure your 1:1 meeting to improve performance. This week, we’re going one step deeper, because structure is powerful, but it’s your coaching conversations that build trust, spark accountability, and create lasting results.
As a leader, your words shape how your team experiences their work. A strong 1:1 coaching conversation isn’t just about checking in, it’s about helping your team feel supported, seen, and clear on their next steps.
🎥 Watch the full breakdown on YouTube: [Click video link]
Here’s a simple framework to guide your next coaching conversation:
Step 1: Start With Wins ✨
Begin by acknowledging their contributions or recent successes. This builds confidence and sets a positive tone.
Example:
“I noticed how you handled that customer situation yesterday, it showed real leadership.”
✅ Tip: Be specific with your praise so it feels genuine and earned.
Step 2: Ask Open Questions to Guide the Conversation 💬
Instead of jumping straight to solutions, invite your team member to reflect and share their perspective.
Powerful questions to ask:
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“What’s been going well for you this week?”
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“What’s one area you’d like to feel stronger in?”
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“What’s getting in the way of your success right now?”
This helps them take ownership of their growth rather than waiting for answers.
Step 3: Co-Create the Plan 📝
Work with them, not for them, to create a clear next step. This builds accountability and empowers them to take action.
Example:
“Let’s talk through one action step you can take this week to make progress here.”
✅ Tip: Keep it specific, realistic, and measurable.
Step 4: Offer Support Without Taking Over 🤝
Your role as a coach is to support, not rescue.
Ask:
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“What support would help you the most?”
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“How can I help remove barriers without taking the wheel?”
This reinforces that they are in the driver’s seat, and you’re there to help them navigate.
Step 5: End With Encouragement and Clarity 🌟
Close with a positive, clear wrap-up that reminds them of their strengths and the next step.
Example:
“I believe in your ability to handle this. You’ve already shown you can grow. Let’s reconnect next week to celebrate progress.”
✅ Leave them feeling supported, not micromanaged.
🔗 Final Thoughts
When coaching conversations are done well, they don’t feel like “performance talks.” They feel like real support, the kind that builds strong, confident teams.
If you missed Part 1 of this mini-series on 1:1 meetings, you can Read it here or watch the video on YouTube.
👉 Next week, we’ll build on this by talking about how to handle hard conversations with confidence and clarity, even when the message is tough.