Close with "What was most useful for you?"

The closing question turns the conversation into a learning that sticks — and teaches you what is actually valuable.

Why it works

Asking what was most useful at the end of a conversation activates retrieval practice: the person has to identify and articulate what they are taking away, which strengthens the encoding of that learning. It also shifts the evaluation from the manager’s assessment to the person’s — their answer reveals whether the conversation provided what they actually needed, which is more accurate feedback than a polite thank-you. Over time, the pattern of answers teaches you which kinds of coaching conversations actually help.

How to do it

1. Before closing any meaningful conversation, ask: "What was most useful for you in this exchange?"
2. Listen without defending or redirecting — if it was not what you expected, that is important data.
3. Ask it genuinely, not as a formality: "Was this conversation actually useful?" is also a valid form.
4. Use what you learn to improve your coaching, not just to feel reassured.

Evidence

Retrieval practice — recalling information — is one of the most robust effects in learning research: actively retrieving produces stronger retention than re-reading or passive review. "What was most useful?" operationalizes this as a closing ritual. (rct)

Retrieval practice effects are robustly established in memory and learning research; the application to coaching conversation closure is a reasonable inference, not a separately tested protocol.

Sources

• Roediger & Karpicke (2006), Test-enhanced learning: taking memory tests improves long-term retention, Psychological Science

Common mistake

Asking "Was that helpful?" instead of "What was most useful?" — the yes/no version produces a courtesy yes; the open version produces actual information.