The sequence starts with preparation, then the counseling itself, followed by setting development goals, and finally documenting the outcomes and actions. Preparing first ensures you gather the right facts, understand the subordinate’s development needs, and set clear objectives for the session. Conducting the counseling is the actual discussion where performance, expectations, and development opportunities are explored. After that discussion, you establish specific development goals—creating a concrete plan to close gaps. Completing the process by documenting the outcomes and actions provides a formal record of what was discussed, the goals set, responsibilities, and timelines, supporting accountability and future follow-up. Other sequences don’t fit because they disrupt this logical flow: moving to follow-up before documentation undermines the record-keeping and accountability; starting the session without proper preparation undermines relevance and effectiveness; and documenting before setting goals records the discussion without capturing the concrete development targets that were agreed upon.