Good questions Simon. I will try these at my next review which is due in just under a months time, and I will let you know how I get on. Mae

#4 Even if training budgets have been slashed I’d recommend doing the legwork to get a couple of external and internal quotes for the training you’d like to have – along with a 1/2 page written technical and business justification for how it’s going to help your manager “sleep better” at night.

That shows at the very least, initiative, and can count in your favour when all sorts of things involving you are being decided by your boss and others “behind closed doors”.

@Mae – great stuff! I’d love to hear how the questions work for you.

@Mark – sure why not! The political kudos this could bring makes it worth asking the question. At times like this, bosses will look for this kind of behavior. Mark – what are your thoughts on coaching as well?

@Simon – “thoughts on coaching?”

If a company has a formal mentoring program then it would be worth at least checking it out and see if you can get on it (as a mentor or mentee or both!)

My (slightly biased!) opinion is that the most effective career coaching is when a professional coach is working 1-1 with a client – all the issues surrounding your employer, your future goals and plans etc can be discussed freely and without fear of recrimination.

When it comes to performance and skills coaching then I think that the manager-as-coach (or any effective employee who’s aware of how to apply a basic coaching and mentoring style) can work very well.

Just be careful not to position yourself as someone who appears to be ‘failing on the job’ and in need of remedial skills coaching (some executive coaching is delivered in this manner).