When to use it
Use in a development conversation when a capable colleague is struggling with a particular behavior or task.
Work the questions in order
- Describe the behavior neutrally and ask for the colleague’s view.
- Explore capability, confidence, clarity, and constraints before deciding on support.
- Agree on a small practice opportunity, useful feedback, and a review point.
Your working notes
Use these prompts in your own document, or print this page and write in the spaces.
Observed behavior
What happened in a specific situation? Avoid personality labels.
Colleague’s perspective
How do they describe the difficulty and the support they need?
Working hypothesis
Is this about skill, confidence, unclear expectations, workload, or another constraint?
Evidence and alternatives
What supports the hypothesis? What else could explain the behavior?
Support to try
Would demonstration, practice, clearer expectations, peer observation, or removing a blocker help?
Agreed practice
What will they try, and what will the manager do to support them?
Progress and review
What observable behavior will you discuss at the next check-in?
See a fictional worked example
Fictional example: a colleague hesitates to send proactive customer updates. After discussing the concern, the manager agrees to review an initial draft and give specific feedback, then revisit whether that support is still needed.