Any time I interact with someone I lead, I see it as a deliberately developmental opportunity. Through our interaction(s), I aim to grow their knowledge, skills, and/or abilities in some way. Any time I am communicating as a leader, I am engaging in one of five types of developmental communication: setting expectations, giving feedback, teaching, coaching, or mentoring.
I leverage the appropriate type based on the person, the situation, and context. Should I be giving targeted feedback in this moment or should I be helping them better understand by providing perspective as a mentor? Should I set clear expectations or would it be better to coach them through determining their own ideas and plans?
These types can be applied at the individual level (one-on-one) or collective (to a small group, your whole team, etc.). Further, these can all be done in formal or informal settings. For example, feedback can be given formally in a scheduled meeting where you provide planned and thought-out feedback on performance for an evaluation report. Or, it can be offered informally in the moment if someone is failing to meet basic standards or expectations.
As leaders, we must determine and enact the most appropriate type of developmental communication to maximize our peoples’ effectiveness and growth.More