The photo links to a range of parodies of corporate clipart, made to promote a film. As far as I'm aware they're free to use, and I like 'em!
If you've ever sat down for a one to one with a colleague and felt uncomfortable about your lack of answers to the questions you think they're going to ask you, have no fear. You can use coaching to guide them to work out some of the answers with you. At the same time you can give them a tool to go away and use. so they don't wait for your next meeting to hit you with the next iteration of questions.
I've had some training in the OSCAR coaching model developed by Worthlearning in the UK (www.worthlearning.co.uk) and I've applied it - loosely - when managing staff and volunteers. It's given me enough knowledge and confidence to go into supervisions in a very busy week, under-prepared - if I'm honest - but still able to coach my colleague through a useful session and help them generate new ideas and confidence.
For me the most valuable bits of the technique are in the OSC of Oscar. Or maybe the OS. Or maybe just the O. You can read about Oscar at worthlearning.co.uk/oscar-coaching-model and if you'd like training in it please contact Worthlearning (truly I am not worthy).
I think the strength of the model is it establishes a framework then frees people up to explore options, creatively and safely, with you as an encourager and reference point for testing ideas. Start with the outcomes you're after - what difference you want to make, who for, and why - and you can be sure you're both on the right ground (and check that your colleague understands where there work fits in the big picture). Discuss the current situation and you can make sure your colleague looks at the positives as well as the challenges, especially what they have already achieved and the skills and resources they have available to tackle the job. Then you can create, working out more than one option for taking things forward, discussing potential consequences and assessing each approach before choosing next steps. And because you understand the big picture, the actions chosen don't have to be total solutions, they can be sensible next steps to be taken, reviewed and built on.
The final beauty of OSCAR is it's relatively useful to learn and share (at least, I think I learned it). You can mysteriously guide people through a coaching session, and they'll wonder at your ability to turn their life around with a few simple questions (or maybe they'll think you're a fool, who knows), but you can probably do more by being open about the technique, at least in outline, so you can discuss and establish a working practice that you can repeat and improve on together, and your colleague can think about using the technique with their colleagues. Which is kind of a nice outcome.