Help your people grow—without making promises you cannot keep or relying solely on formal training.
Development conversations are an important part of leadership, but many managers avoid them because they are unsure what to say, how to manage career expectations or what development they can offer when promotion opportunities are limited.
This practical toolkit gives leaders a clear, human and structured approach to development conversations. It helps you understand what matters to each employee, provide useful feedback and turn broad career aspirations into realistic development actions.
A practical six-step development conversation process
Guidance on preparing for and opening the conversation
Questions and prompts to explore strengths, aspirations and development needs
Practical scripts for common and potentially sensitive moments
Advice for managing expectations honestly and constructively
A clear explanation of the 70/20/10 development framework and practical development examples
Tools for designing stretch opportunities, coaching and mentoring support
An editable individual development plan
Guidance for documenting the conversation appropriately
Common tips and traps to help leaders avoid overpromising or taking ownership away from the employee
As part of the Leader Toolkit, you will receive a separate Employee Development Conversation Preparation Worksheet to share ahead of the Development Conversation. This helps the employee reflect on their strengths, interests, feedback and development priorities ahead of meeting with you, creating genuine shared ownership of the conversation.
This toolkit is designed for:
New and experienced people leaders
Small-business owners and team managers
HR professionals supporting leaders
Anyone who wants to have more useful, honest and human development conversations
You will receive:
A 22-page editable PDF toolkit
This resource can be completed digitally or printed for use during the conversation.
Practical guidance. Useful language. No corporate theatre—just a clearer way to help people develop through real work, meaningful support and targeted learning.
Help your people grow—without making promises you cannot keep or relying solely on formal training.
Development conversations are an important part of leadership, but many managers avoid them because they are unsure what to say, how to manage career expectations or what development they can offer when promotion opportunities are limited.
This practical toolkit gives leaders a clear, human and structured approach to development conversations. It helps you understand what matters to each employee, provide useful feedback and turn broad career aspirations into realistic development actions.
A practical six-step development conversation process
Guidance on preparing for and opening the conversation
Questions and prompts to explore strengths, aspirations and development needs
Practical scripts for common and potentially sensitive moments
Advice for managing expectations honestly and constructively
A clear explanation of the 70/20/10 development framework and practical development examples
Tools for designing stretch opportunities, coaching and mentoring support
An editable individual development plan
Guidance for documenting the conversation appropriately
Common tips and traps to help leaders avoid overpromising or taking ownership away from the employee
As part of the Leader Toolkit, you will receive a separate Employee Development Conversation Preparation Worksheet to share ahead of the Development Conversation. This helps the employee reflect on their strengths, interests, feedback and development priorities ahead of meeting with you, creating genuine shared ownership of the conversation.
This toolkit is designed for:
New and experienced people leaders
Small-business owners and team managers
HR professionals supporting leaders
Anyone who wants to have more useful, honest and human development conversations
You will receive:
A 22-page editable PDF toolkit
This resource can be completed digitally or printed for use during the conversation.
Practical guidance. Useful language. No corporate theatre—just a clearer way to help people develop through real work, meaningful support and targeted learning.
