15‑Minute Coaching Conversation — A Practical Checklist

Use this checklist when you have a short one-on-one or a quick touch point. The goal is to surface thinking, create ownership, and leave with a concrete next step.

Structure (15 minutes)

1. Opening (1 minute): Set the frame. "I have about 15 minutes—what’s most helpful for you right now?"
2. Clarify (2 minutes): Ask for the outcome. "What outcome are you aiming for?" Repeat back to confirm you understood.
3. Explore (6 minutes): Ask coaching questions. Favour curiosity over solutions. Examples:
   • "What options have you considered?"
   • "What would you try if you had 24 hours and no risk?"
   • "What's the smallest next step that will move this forward?"
4. Decide (3 minutes): Agree on a specific next step and success indicator. "So you’ll try X by Friday; if it doesn't work, we’ll do Y. How will you know it’s working?"
5. Support (2 minutes): Ask about support. "What do you need from me?" Offer resources sparingly—focus on removing obstacles and creating access to people or information.
6. Close (1 minute): Confirm the follow-up. "I'll check in next Tuesday about X. Anything else?"

Micro-scripts you can adapt

• Curious prompt: "Tell me the short version—what's the core problem?"
• Reflective move: "It sounds like you're worried about X—did I hear that right?"
• Encouraging close: "That's a good small step. I'll clear time for you on Thursday if helpful."

Common pitfalls

• Fixing the problem for them instead of inviting a next step.
• Turning the conversation into a performance review—save that for a separate, explicit meeting.
• Promising to do too much—be deliberate about what you will remove or enable.

Use this checklist until the pattern becomes natural. Pair it with the Leadership Development Plan to track repeated experiments and observable outcomes.