A report is late. A colleague seems quieter than usual. An uncharacteristic mistake appears in work they would normally check carefully. Each detail may be ordinary in isolation. What deserves attention is a change from that person’s usual pattern.
In our workshop, you start by noticing what’s changed. You’re not there to identify a condition. You’ll practise deciding when a conversation could help.
Describe what you’ve seen
In one of our workshop scenarios, Priya usually submits her reports a day early. Two have recently been late, one contains unusual errors and she has been quiet in a team meeting. Those are observations. Saying that she is disengaged or unable to cope would add an interpretation she hasn’t had the opportunity to explain.
Prepare a specific example and choose a private moment with enough time to listen. Avoid raising a sensitive issue in passing as another meeting begins.
Use a structure that leaves room to listen
- Open: explain why you wanted to speak.
- Observe: describe the change factually.
- Ask: invite the person’s perspective, then give them time to answer.
- Agree: identify a practical next step and when you’ll check back.
“I wanted to check in. I’ve noticed the last two reports were later than usual. What’s been happening?”
This is an example opening, not a script that must be followed word for word. The important elements are a clear reason, a factual observation and a genuine question.
Let the answer shape the next step
The issue could involve priorities, a process problem, unclear expectations or something outside work. You may be able to clarify a deadline or agree a workload discussion. Other circumstances may call for support beyond your role.
You don’t need every answer before starting. You do need to listen, stay within your role and follow through on what you agree.
CPC workshop curriculum: Ten Tells, Priya vignette and Open, Observe, Ask, Agree.
Practical workplace learning, not individual clinical advice.