I am eliminating potential distractions and focusing intently on my conversations vs. glancing at my phone, on my computer or thinking of what I am going to say next during conversations.

I am leaning into being influenced or learning something new in all of my conversations vs. already having my mind made up or having a bias going into a conversation.

I am "playing back" the key elements of the conversation so that the other person feels heard.

I am asking a lot more open ended (that start with What or How) vs. close ended questions (that result in a Yes or No answer) in my conversations.

I am asking follow up questions such as "Tell me more about that"? "How so"? and  "What else"?  until I reach clarity vs. reacting before I have the full story.  

I am taking the time to ask thought provoking questions such as "What is another way of looking at this?" "What are the implications here"?  to encourage growth with employees when they are competent with the task, project, job responsibility etc.

I am able to spot when an employee reacts in a fight or flight way.  I then stop the conversation to address the concern vs. continuing the conversation without addressing.

I am aware of how I am showing up at all times...e.g. body language and how it could impact team members.

I am setting clear expectations about exactly what is expected including the employee's level of decision making authority.

I am asking direct reports an open ended question such as "What are your thoughts" "What could get in the way of achieving the expectation"?  vs. asking closed-ended questions such as "Do you have any questions on the expectation"?

I am asking direct reports to "play back" what they heard the expectation to be to ensure effective two way alignment on the expectation.

I always think first to determine if a course correction conversation (for off track performance, core value violation etc)  is warranted before proceeding vs. moving right into course correcting mode without understanding the full picture.

I catch and address performance or expectations that are off track quickly and am having course correcting conversations in real time (in private) vs. avoiding them or procrastinating. 

In course correcting conversations I am not reacting and judging early in the conversation (asking a why question)...instead I am asking non judgmental questions such as "What happened from your perspective"?  in order to understand the full picture before reacting.

Upon achieving clarity in a course correcting situation I am able to be "open and honest" with the employee about how and why the action did not achieve the expectation and the implications etc.

I do not weigh-in with my opinion early in a discussion with teams that I lead and wait for my team to respond first vs. letting my opinion known early in the conversation before several of my direct report(s) have weighed in.

I am good at providing context around the "why" of a decision, direction, policy etc.  

I have developed an "Upfront Contract" with each direct report that includes specific tenets, best practices and mutual expectations to guide and achieve open, honest and productive two way conversations.

I redirect my team's questions back to them when I feel they are competent on a job responsibility with questions such as "What do you think your next steps are"?  "What are your options here"?  vs. answering their questions or telling them what to do.

I am using open ended thought provoking coaching questions that will enable my direct reports to consider new and multiple perspectives for their issues and opportunities.