SUSTAINLEAD™ · PRACTICE 07
Based on questions and practice tools from GLO:B’s coaching program. This is not a client case or a claim of validated effectiveness.
When is this useful?
Build on the person’s strengths and growth interests heard in the 1on1. Look for the meeting point between their desired growth, the team’s needs and a real work experience, without defining growth for them.
What can you try at work?
Ask what the person wants to experience and find one work opportunity a step beyond what they can already do. Agree support and what you will not take over. Use SBI—Situation, Behavior, Impact—for needed feedback, then hear their perspective and next choice. Recognize strengths evident in specific actions.
You do not need to answer every workbook question. Choose what is useful now, prioritize the experiment agreed in coaching, and take three minutes afterward to note what happened, what you learned and your next choice.
Connect the opportunity with feedback and recognition.
Share the situation, observed behavior and impact through SBI, then ask what was happening from the person’s perspective. Invite them to consider their next action first, and recognize strengths evident in their contribution. Avoid presenting unwanted extra work as growth; be honest when desired growth and available opportunities differ.
A question for reflection
Is this opportunity meaningful to the person as well as useful to the team?
What can you record and review?
A working output
A work experience linking personal growth and team needs, with support and a learning conversation
An observable signal
Consider judgment, confidence and strengths alongside work outcomes. Hear the learning and next experience in the person’s own words. Be honest when their hopes and available opportunities differ.
Review specific situations and choices alongside any numerical change. Consider other people’s perspectives and organizational conditions. These prompts are not individual appraisal criteria or guarantees of results.
How does this fit into coaching?
The ten-session 1on1 journey explores this theme in the leader’s context and priorities. Rather than prescribing an answer, the coach helps the leader choose a meaningful experiment and integrate what they learn.