Coaching starts with focus
A clear working question makes a development conversation more useful.
Choose a real responsibility
A broad ambition to become a better leader is difficult to work with. Begin with a situation the person wants to handle differently. The focus may be a decision, a relationship or a pattern in the way the team works.
Make reflection actionable
Explore what the person notices, what they assume and which choices are available. Avoid rushing to advice before the situation is understood. Then choose a specific action that can be tried between conversations.
Return with experience
Review what happened rather than whether the person followed a script perfectly. Consider the response, the effect and what was learned. Coaching becomes practical through this repeated movement between reflection and action.