The DEAA Framework

Newly promoted managers were avoiding difficult coaching conversations, defaulting to either silence or directive feedback. No training existed for preparing newly-hired or promoted managers for engaging in productive conversations with the employees they supervise.

This micro-learning was built for newly hired or promoted managers who struggle to conduct difficult conversations with the employees they supervise.

At present, managers who avoid difficult conversations create a poorly trained or uncoordinated work force. Likewise, managers who dictate rather than collaborate with their employees risk creating a hostile work environment. Both of these practices waste company time and result in high employee turnover. By completing this training, managers will know boss to instead promote a coordinated and collaborative team that trusts their superiors to want them to succeed.

• As a new manager, I want a structure I can recall in the moment, so I stop avoiding hard conversations.
• As a manager, I want to practice a realistic scenario before I'm in one, so the approach transfers to real work.
• As an L&D lead, I want managers applying the framework the same week, so training closes the performance gap faster.

Instead of a lengthy and costly training, managers company-wide were asked to engage in this micro-learning on the DEAA method. The company identified leaders who already utilized the method (according to their supervisees) to mentor and coach new managers. Implementation data and evaluation metrics still outstanding.

• Identify the four stages of the DEAA coaching framework.
• Distinguish coaching questions from directive statements.
• Apply the DEAA sequence to a realistic team scenario.

I provided the copy. Gamma.app generated the initial design, which was modified by hand and finalized in Canva.