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FAQs

Coaching Conversation Starters: Quick Reference Guide

These conversation starters bridge the gap between dashboard data and meaningful conversations. They're designed to help line managers initiate productive discussions based on specific performance patterns identified through Cognexo, turning analytics into actionable coaching moments.

How to Use Them Effectively

Match the Starter to the Situation

Each conversation starter is crafted for specific dashboard indicators:

  • Red/Amber (urgent attention needed) require supportive, problem-solving approaches
  • Green (strong performance) call for recognition and development conversations
  • Engagement patterns need exploratory, understanding-focused dialogue

Timing and Context

  • Use within 24-48 hours of identifying dashboard patterns
  • Choose private, comfortable settings for performance discussions
  • Keep initial conversations brief (5-10 minutes) unless employee wants to dive deeper
  • Schedule follow-up conversations for complex issues

The Psychology Behind Each Approach

  • Non-Defensive Language: Starters use "I noticed" rather than "You failed at..." to reduce defensiveness 
  • Curiosity Over Judgment: Questions focus on understanding rather than correcting 
  • Effort Recognition: Even poor performance starters acknowledge engagement and effort 
  • Specific Data: Reference actual dashboard metrics rather than vague observations

 

Best Practices for Managers

  • Listen First: These starters are designed to open dialogue, not deliver monologues 
  • Be Genuine: Only use recognition starters when performance truly warrants it 
  • Follow Through: Each conversation should lead to concrete next steps or support 
  • Document Outcomes: Use insights gained to inform future coaching and development plans

These conversation starters transform dashboard data into human-centered coaching opportunities, helping you provide the targeted support your team needs while building stronger working relationships.

 

For Poor Performing Topics

Direct but Supportive:

  • "I've been looking at your learning progress, and I noticed you've had some challenges with [specific topic] this week. Can we talk through what's been tricky about it?"
  • "Cognexo shows you're working hard on [topic], but the results suggest you might need some additional support. What's your experience been like with this topic?"
  • "I can see from your question history that [specific topic] has been challenging. Let's spend a few minutes working through where you're getting stuck."

Investigative Approach:

  • "I noticed you answered 2 questions on Monday, nothing on Tuesday and then 4 on Wednesday. What's affecting your engagement with the Cognexo?"
  • "Your performance in most areas is solid, but anti-money laundering seems to be giving you trouble. What do you think is causing the difficulty?"

For Improving Areas (Building Confidence)

Encouraging Progress:

  • "I can see you're making good progress with [topic] - your scores have improved over the past few weeks. What's been helping this?"
  • "Your consistency is really improving. I noticed you've been answering questions every day this week. How are you finding the daily routine?"

For High Performers (Recognition & Development)

Recognition Focused:

  • "Your performance across all learning topics has been excellent. I particularly noticed your strong results in [specific area]. What's your secret?"
  • "You're consistently hitting top percentiles in most areas. I'd love to get your thoughts on how we could help other team members achieve similar results."

Development Opportunities:

  • "Given your strong performance, I'm wondering if you'd be interested in mentoring [colleague] who's struggling with [topic you excel at]?"

For Engagement Issues

Understanding Barriers:

  • "I noticed your learning activity has dropped off this week. Is there anything affecting your ability to engage with the questions?"
  • "Your streak was going really well until last Friday. What happened that day, and how can we get you back on track?"

For Returning from Leave

Supportive Re-engagement:

  • "Welcome back! I've reactivated your learning account. How are you feeling about jumping back into the daily questions?"

General Check-in Starters

Regular Touchpoints:

  • "I spend a couple of minutes each day checking the team dashboard. How are you finding the daily learning questions?"
  • "Your dashboard shows some interesting patterns. Can we chat about how the learning is fitting into your daily routine?"

 

Each starter is designed to be conversational rather than confrontational, focusing on understanding and support rather than criticism.

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