New Coaching Conversations Managers Have Never Had to Have Before

In today's rapidly evolving workplace, managers are encountering scenarios that require a new set of coaching conversations, ones they haven't faced or trained for before. The shift to hybrid work models, the integration of AI, and changing employee expectations have introduced complexities that traditional management training often doesn't cover and doesn’t develop skills for.

This week, I have been working with a group of high-tech leaders struggling with many complex business and coaching challenges. We are working with them to build dynamic training to help them be more confident and effective.

I have turned our work from the workshops into this blog by sharing three “common” new scenarios for this blog post. I’ve summarized the situation, the future coaching conversation needed, and the best practice action plans required to get there.

Scenario #1 Navigating Remote Work Challenges

The Real-World Situation: A team member, once a top performer in the office, is now struggling with productivity and engagement in a remote setting.

The Coaching Conversation to Be Had: The manager needs to address the performance declines without the benefit of in-person cues or the benefit of seeing the person every day. This involves initiating open dialogues about the employees’ remote work experience, identifying obstacles, and developing strategies to enhance productivity and engagement.

Best Practices Action Plans:

• Empathetic Questioning: Ask open-ended questions to understand the employee's challenges.
• Collaborative Problem-Solving: Work together to identify solutions that accommodate both the employee's needs and organizational goals.
• Regular Check-Ins: Establish consistent virtual meetings to monitor progress and provide support.

Scenario #2: Addressing AI Integration Concerns

The Real-World Situation: An employee expresses anxiety about AI tools being introduced into their workflow, fearing job displacement, lack of opportunity, and being stuck in the same position until their job is eventually eliminated. By way of insight, more than 50% of the managers in my session (about 38 of them) shared that they have heard similar concerns.

The Coaching Conversation to Be Had: Managers must navigate these concerns by discussing AI's role as a tool to augment human work, not replace it. This involves transparent communication about how AI will be used and the opportunities it presents for skill development.

Best Practices Action Plans:

• Transparent Communication: Clearly explain the purpose and scope of AI integration.
• Skill Development Opportunities: Highlight training programs and resources available to help employees adapt.
• Reassurance: Emphasize the value of human skills that AI cannot replicate, such as creativity and emotional intelligence.

Scenario #3: Facilitating Career Development in Uncertain Times

The Real-World Situation: An employee seeks guidance on career progression but is uncertain due to organizational changes and market volatility. The uncertainty of the tariffs, the frozen budgets, and the team's lack of enthusiasm have the employee very concerned and feeling depressed.

The Coaching Conversation to Be Had: Managers should support employees in identifying their strengths and interests, exploring potential career paths within the organization, and setting achievable goals despite external uncertainties.

Best Practices Action Plans:

• Strengths Assessment: Help employees recognize their unique skills and how they can be leveraged.
• Goal Setting: Assist in establishing short-term objectives that align with long-term aspirations.
• Resource Provision: Provide information on mentorship programs, training, and other development opportunities.

In Summary: The Need for Better, Scalable Training

These real-world scenarios underscore the need for managers to develop new coaching competencies to support their teams in the modern workplace effectively. Traditional training methods may not suffice in equipping managers with the skills required to handle these novel challenges.

This is where AI-driven virtual roleplay scenarios come into play. These tools allow managers to practice and refine their coaching techniques in a safe and controlled environment by simulating real-life conversations. They offer immediate feedback, adaptability to various situations, and the opportunity to build confidence in handling complex employee interactions.

The next step with the group I am working with is to develop a portfolio of Praction AI™ exercises for them to practice these new skills. The platform will provide instant feedback, and participants can try it over and over.

We believe, and more importantly, our client believes that incorporating AI-powered roleplay into management training can bridge the gap between traditional coaching methods and the demands of the contemporary workplace, fostering a more resilient and adaptable leadership approach.