Learning and Support Resources
Reviewers
One of the most important roles of a manager is to support your team to develop the skills, capabilities and behaviours needed for their development and to excel in their roles and contribute to the University's performance. As a people leader self-reflection is useful in considering how well you feel that you approach development and performance discussions. This self-assessment will help you assess how well you support team’s development and performance: How Well Do I Support Performance Management?
Preparation for a review conversation is as important for reviewers as it is for reviewees. Have a look at these resource to help you: How to Conduct a Performance Review Meeting.
Giving effective feedback is a key skill in these kinds of discussions. Have a look at these resources to help you out: Assessing Your Feedback Skills Preparing to Give Feedback; Feedback Essentials.
Coaching questions to help your conversations
What do you expect from them on a day-to-day basis in their role?
Coaching questions:
- what do you feel is expected of you in your role?
- where should you find information about what is expected of you? What can I do to help?
- what do you need to do to exceed expectations?
- what contributes to your day-to-day success? What do you do well?
- what hinders your success? What do you not do so well?
- how can you make your day-to-day work more successful?
- what satisfction do you take from your work and what will it take for you to really enjoy it?
What development do they need to deliver in their role and/ or progress in their career?
Coaching questions:
- what are your career goals? What aspirations do you have?
- what would you need for you to be successful in your objectives/career progression?
- what do you need to do differently to be successful in your objectives/career?
- what do you need to stop doing in order to be more successful?
- what support do you need from me to contribute to your success?
- when will you know you have succeeded? How will you know?
What is someone's specific contribution to the Directorate this year - linked to strategic priorities?
Coaching questions:
- what is the level of knowledge regarding the function's/Directorate's priorities? Are there any gaps that I can assist with?
- how do you see your role contributing to what we want to achieve as a function/Directorate? What influence do you feel you have over them?
- what success have you had that you believed contributed to our strategic priorities?
- looking at what you need to acheieve, how will you measure success? How will these measures relate to the function's/Directorate's success measures?
What behaviours or attributes are needed to effectively deliver in the role?
Coaching questions:
- How would you describe you work behaviours?
- How does your work behaviour contribute to your success?
- What works for you/what doesn't work for you?
- What kind of behaviours do you need to stop displaying in order to be more successful in your role?
- How do you engage with others in your role? How would you describe these relationships? What can you do to make them more successful?
- What feedback do you need to get about your work behaviours? Who do you need to ask/speak to?