But how do you develop talent in a way that’s engaging and effective? While I’m not Simon Sinek, I do know what’s worked for us. One of the most powerful tools (and a personal favourite) is the coaching approach. Coaching conversations create space for employees to reflect, set goals, and receive the guidance and support they need to reach their full potential.

Here are three tips to make coaching conversations more impactful: ‍

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1. Listen first, speak second.

Great coaches (or line managers, whatever you call them in your business) are great active listeners. This means truly listening – not just hearing words, but understanding the meaning behind them. Before jumping into advice or solutions, take the time to listen. What challenges are they facing? What are their goals? Asking open-ended questions and allowing employees space to talk fosters a safe environment for honesty and vulnerability. The more you listen, the better you’ll understand their needs, which makes your guidance more effective.

Tip: Try asking, “What’s the most exciting part of your role right now?” or “What’s holding you back from achieving your goals?”

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2. Focus on strengths, not weaknesses.

We’re a positive bunch at Verve (it’s in the name!). It’s easy to focus on what needs fixing, but true development comes from building on strengths. Think of the old adage: don’t force a square peg into a round hole. Instead, focus on what’s already there and build on it. In your coaching conversations, make sure to highlight what your employee is doing well. Recognising their achievements boosts their confidence and sets a positive tone for the discussion, making it more effective than a purely performance-focused chat. From there, you can explore how to apply their strengths to new challenges or growth areas. ‍

Tip: Ask, “What do you feel you’re doing really well in your role?” and explore how they can apply these strengths in other areas. Don’t hesitate to share your own examples – they help prompt action and give your employee a much-needed confidence boost.

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3. Set clear, achievable goals.

Coaching conversations are an excellent time to set clear, actionable goals. Every conversation needs purpose (what do you want to achieve?) and action (how will it drive change?). At the start of the year, we shared our company goals at our annual Kick-Off event and gave the team time to create their own, ensuring alignment. It’s a great exercise that encourages reflection and leads to honest, productive conversations.

Make sure goals are realistic, measurable, and aligned with both the employee’s personal development and the company’s broader needs. For example, if your paraplanner dreams of a career in astrophysics, it’s time to have an honest conversation about how you can realistically support them.

Our Personal Development Plans (PDPs) are rolled out annually and use the SMART framework (Specific, Measurable, Achievable, Relevant, Time-bound). This helps employees break big goals into manageable steps. We also use a mix of performance measures, including KPIs (Key Performance Indicators) and, more recently, OKRs (Objectives & Key Results), to track progress and reflect on achievements.

Tip: Give employees the space to identify their own goals and then collaborate on a goal together. Our PDPs include both a self-identified goal and a manager-identified goal, ensuring alignment while building trust and support.

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Developing talent isn’t about quick fixes – it’s about building long-term relationships that empower employees to grow and thrive. Coaching is an essential part of that journey (though not the only part – I’ll leave the other strategies for future blogs!). By listening, focusing on strengths, and setting clear goals, you help your team reach their full potential, which drives the business forward.

And last but not least, don’t forget to celebrate the wins, big or small. Professional development is a journey, not a destination.