1. Group Discussion by Conversation
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Opening discussion for groups – share how you are doing with the intentional development of your staff and /or team.
Conversation Type
Group Instructions and Discussion
1. Climate Review
What is currently being discussed or done to ensure team members are engaged and satisfied (includes job, team and Rice overall)?
Are there additional things carried out when a new team member joins the group? How are new staff assimilated?
Review the TOOL: Stay Interview and discuss how this could be incorporated and useful for leaders / supervisors.
2. Strengths &
Talents
How are you / others currently learning about a team member’s strengths and talents?
After reviewing the article Strengths-Based Development: Leadership’s Role, discuss how team members’ strengths are considered, both for day to day work and for overall personal development.
Review the TOOL: Talents Inquiry & Strengths Scan and discuss how this or a similar exercise could be used in staff development and coaching.
3. Expectations &
Growth
At what point in a new employee’s experience are you / supervisors discussing performance expectations and how structured is the conversation? Is there a clear picture of “success”?
How is work and communication style (yours / supervisor’s and the employee’s) considered for optimal performance?
Review the TOOL: Day Check-in and discuss how this phased approach and set of questions would help, both in on-boarding and ongoing coaching conversations?
4. Learning &
Development
(L&D)
How often is L&D discussed (initiated by you / the supervisor)? Where does L&D fall on your priority list versus an employee’s? Does this matter?
What tools and resources are you currently accessing and / or using for L&D planning?
Review the TOOL: Conducting the Development Conversation and discuss how this format could support development planning with your team?
5. Innovation &
Continuous
Improvement
Why does Innovation and Continuous Improvement need to be 1 of the 5 conversations to have with employees at Rice? How does this align with your team’s and Rice’s goals?
Should every member of the team be committed to the team’s improvement? If “yes”, how?
Review the TOOL: Team Pulse Check, which was developed based on the attributes commonly associated with effective teams. Discuss how such an informal assessment could be helpful for team development.

2. 5 Conversations Framework
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CLIMATE REVIEW
Gauge how the employee feels about his/her job (satisfaction) and overall morale (engagement).
TOOL: Stay Interview
Conversation Type
Ideas / Notes
Climate & Engagement
Strengths &
Talents
Expectations & Growth
Learning & Development
Innovation & Continuous Improvement
STRENGTHS & TALENTS
Identify innate talents
2-3 strengths
How are both leveraged?
Strengths align with job?
TOOL:
Strengths & Talents Scan
EXPECTATIONS & GROWTH
What does success look like?
Performance expectations
Work style
Improvement & coaching
TOOL: Day Check-in
LEARNING & DEVELOPMENT
Skills to acquire
Aspirations for the future
Development experiences
TOOL: Conducting the Development Conversation
INNOVATION & CONTINOUS IMPROVEMENT
What trends are emerging?
Improve efficiencies
Team effectiveness
TOOL: Team Pulse Check