It's easy to accuse. When we have a direct report who isn’t producing their best work, we can tend to focus on pointing out their error, over and over.

However, in most cases, just telling them what they did wrong isn’t enough to see actual change in their behavior. Instead, we need to focus on having a discussion with them about what is limiting their progress or outcomes. Try asking:

- How have you been feeling about your own performance lately? Where do you see opportunities to improve, if any?

- What are you most enjoying about the work you’re doing? What part of the work is inspiring, motivating, and energizing, if any?

- What part of the work do you feel stuck? What have you been trying the “crack the nut” on, but it feels like you’re banging your head?

You’ll notice that none of these questions ask, “What do you think you’re doing wrong?”

The point of this conversation is not to end up in an accusatory place, but instead to reach a place of better understanding.