You get a 15 min call with business and leadership developer Lizzie Claesson before the interview and before your employee receives the background questions. In this conversation, Lizzie Claesson will ask you questions as a manager and possibly adapt the material so that it best suits your and the company's needs.

You get information in the form of questions that the employee must think about on their own, questions you need to think about in advance and questions that you need to address together. The reflection questions addressed in the form are grouped under the following topics:

1. The mission
2. The company
3. Feedback to the manager
4. Feedback to employee
5. Self-assessment
6. Next steps

Follow-up: Following up on a call is as important as conducting it. During a phone call or zoom meeting (approx. 15 min) you will get tips on how to succeed with this.

The advantages of this approach is that you get support before, during and after the meeting. This will increase the quality of the information you receive, the experience that the employee gets from the development talk, and the result after the meeting (action orientation).

For you as a manager, this approach will:

• Create a good climate in the conversation, be able to listen at a deeper level and receive feedback

• Increase phycological security during the process (before, during and after the meeting)

• Conduct the conversations in a professional manner

• Handle answers in a responsive manner

For the employee, this means:

• Greater understanding of the conversation and its purpose

• Reflection before the conversation

• Insight into success factors and development areas

If you have several employees, you can choose whether you want a 15-minute conversation with Lizzie Claesson per employee, for a few singles or just a general conversation about the process. Sometimes it's valuable to have a sounding board with an experienced leadership developer. In that case, get in touch for a cost estimate.

VAT will be added.