Group Discussion by Conversation Page 2 Opening discussion for groups – share how you are doing with the intentional development of your staff and /or team. Conversation Type Group Instructions and Discussion 1. Climate Review What is currently being discussed or done to ensure team members are engaged and satisfied (includes job, team and Rice overall)? Are there additional things carried out when a new team member joins the group? How are new staff assimilated? Review the TOOL: Stay Interview and discuss how this could be incorporated and useful for leaders / supervisors. 2. Strengths & Talents How are you / others currently learning about a team member’s strengths and talents? After reviewing the article Strengths-Based Development: Leadership’s Role, discuss how team members’ strengths are considered, both for day to day work and for overall personal development. Review the TOOL: Talents Inquiry & Strengths Scan and discuss how this or a similar exercise could be used in staff development and coaching. 3. Expectations & Growth At what point in a new employee’s experience are you / supervisors discussing performance expectations and how structured is the conversation? Is there a clear picture of “success”? How is work and communication style (yours / supervisor’s and the employee’s) considered for optimal performance? Review the TOOL: 30-60-90 Day Check-in and discuss how this phased approach and set of questions would help, both in on-boarding and ongoing coaching conversations? 4. Learning & Development (L&D) How often is L&D discussed (initiated by you / the supervisor)? Where does L&D fall on your priority list versus an employee’s? Does this matter? What tools and resources are you currently accessing and / or using for L&D planning? Review the TOOL: Conducting the Development Conversation and discuss how this format could support development planning with your team? 5. Innovation & Continuous Improvement Why does Innovation and Continuous Improvement need to be 1 of the 5 conversations to have with employees at Rice? How does this align with your team’s and Rice’s goals? Should every member of the team be committed to the team’s improvement? If “yes”, how? Review the TOOL: Team Pulse Check, which was developed based on the attributes commonly associated with effective teams. Discuss how such an informal assessment could be helpful for team development.

5 Conversations Framework Page 1 CLIMATE REVIEW Gauge how the employee feels about his/her job (satisfaction) and overall morale (engagement). TOOL: Stay Interview Conversation Type Ideas / Notes Climate & Engagement Strengths & Talents Expectations & Growth Learning & Development Innovation & Continuous Improvement STRENGTHS & TALENTS Identify innate talents 2-3 strengths How are both leveraged? Strengths align with job? TOOL: Strengths & Talents Scan EXPECTATIONS & GROWTH What does success look like? Performance expectations Work style Improvement & coaching TOOL: 30-60-90 Day Check-in LEARNING & DEVELOPMENT Skills to acquire Aspirations for the future Development experiences TOOL: Conducting the Development Conversation INNOVATION & CONTINOUS IMPROVEMENT What trends are emerging? Improve efficiencies Team effectiveness TOOL: Team Pulse Check