Performance conversations for the year are well underway, but are they truly unlocking growth for your team? While these discussions often focus on reflecting on past achievements, they should seamlessly transition into a forward-looking conversation about personal and professional development.

That’s where coaching comes in (yes, we’re biased). Done well, coaching empowers individuals to take ownership of their careers, explore new opportunities and build a plan for growth. 

But many managers struggle with how to structure these conversations. They often ask:

• How do I guide career growth without overcomplicating it?
• How do I empower my team to take ownership, rather than solving problems for them?
• What’s the best way to make development a priority rather than an afterthought?

This is where the TOP Career Conversation Framework comes in.

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Introducing the TOP Career Conversation Framework

Over the past seven months, we’ve had the privilege of collaborating with the People Development team at OutSystems to design a global leadership programme, with one session focused on equipping leaders with the tools to coach their teams through meaningful development discussions.

At the heart of this module is the TOP Career Conversation framework, a simple yet effective model designed to help leaders guide their teams through career growth conversations. This model was co-created with the team at OutSystems, with a special shout out to Teresa Sousa.

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Introducing TOP:

• Think – Help individuals reflect on their values, strengths, and aspirations
• Opportunities – Explore available development opportunities to achieve career goals
• Plan – Define concrete actions, commitments, and next steps to move forward

This framework provides a structured yet flexible approach for you to support your team without having to "solve" their career challenges for them.

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Think – Reflect on What Matters Most

Career growth starts with self-awareness. Before jumping into opportunities, you should encourage your team to think about what they want and why it matters.

Key coaching questions to ask:

• What do you want to achieve in your career over the next 12 months?
• What does growth look like for you? (e.g., skills, experiences, leadership opportunities?)
• What’s most important to you when it comes to your career?

‍💡Pro Tips for Managers
Your role isn’t to give answers - it’s to help individuals articulate their own aspirations. Listen actively, ask follow-up questions, and help them connect values to career direction.

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Opportunities – Explore Development Possibilities

Once an individual has a clearer sense of their aspirations, the next step is to identify growth opportunities that align with their goals. This could include on-the-job experiences, mentoring, skill-building projects or stretch assignments.

Key coaching questions to ask:

• What on-the-job opportunities could help you develop further?
• Who could support or mentor you as part of this journey?
• If you had no constraints, what would you do?

💡 Pro Tip for Managers:
Many people limit themselves to traditional career paths. Expand their thinking by sharing insights about non-linear career paths, surfacing hidden opportunities and leveraging your network to create meaningful connections.

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Plan – Commit to Action

A career conversation without action is just a conversation. The final step is to turn insights into a tangible plan - with clear actions, timeframes and accountability measures.

Key coaching questions to ask:

• What specific actions will you take to start working toward your goal?
• How will you hold yourself accountable for staying on track?
• How can I help you?
• What obstacles could derail progress?

💡 Pro Tip for Managers:
Set a follow up date (e.g. 3 months after). This shows commitment to growth and keeps momentum going. Help remove any potential barriers, check in regularly and encourage follow-through.

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Creating a Shared Language for Growth

By embedding a shared language for career coaching, your organisation can:

• Ensure consistency in leadership approaches across teams
• Foster a culture of continuous growth and development
• Empower individuals to take ownership of their careers

As leaders, your role is to create an open environment where career development is a priority, not an afterthought.

If you’re looking for ways to embed coaching into leadership culture, design bespoke development programmes, or support leaders in driving meaningful career conversations, we’d love to chat.

Check out our Little Book of Career Coaching if you’d like some more inspiration. 

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