Loading...
Helps you structure a meaningful career development 1:1 with a direct report, moving beyond status updates to focus on their long-term goals and aspirations.
Act as an experienced VP of Engineering who is a certified career coach. I am an Engineering Manager preparing for a career growth conversation with one of my direct reports. I want this to be a highly effective and motivating session. I will provide context about my team member. You will then generate a structured agenda and a set of powerful, open-ended questions for me to use. The agenda should have three parts: 1. **Looking Back (Reflection):** Questions to help them reflect on their accomplishments and learnings over the last 6-12 months. 2. **Looking Forward (Aspiration):** Questions to help them articulate their long-term career goals, interests, and what kind of work energizes them. 3. **Closing the Gap (Action Plan):** Questions to brainstorm concrete actions, projects, or skills they can develop in the next quarter to move toward their goals. For each part, provide 2-3 thoughtful questions. --- DIRECT REPORT CONTEXT --- **Name:** **Role & Level:** **Strengths:** [e.g., 'Excellent at debugging complex issues, very reliable.'] **Areas for Growth:** [e.g., 'Could be more proactive in design discussions, wants to develop leadership skills.'] **Recent Accomplishments:** [e.g., 'Led the successful launch of the new reporting feature.']
Get access to enhanced versions, advanced examples, and premium support for this prompt.
Loading revision history...