Employee engagement is a critical factor in organizational success, yet traditional approaches often fail to address individual employee needs, leading to persistently low engagement levels. This paper introduces a pattern language to integrate coaching principles into leadership-driven goal-setting conversations, offering a structured yet flexible approach to fostering engagement. Grounded in the GROW model, the pattern language is structured along the four key phases—Goal, Reality, Options, and Will— including Psychological Safety, Engaged Goal-Setting, Reality Reflections, Exploring Viable Options and Willingness to Engage. These patterns provide leaders with practical tools to facilitate meaningful, co-created goal-setting processes that align personal aspirations with organizational objectives while addressing individual challenges and leveraging employee strengths. By systematically applying these patterns, leaders can enhance intrinsic motivation through balancing individual aspirations with organizational needs and creating goals that address autonomy, competence, and relatedness, mitigating common Leadership barriers such as role conflicts, time constraints, and limited coaching expertise. Unlike generic HR-driven initiatives, this pattern language equips leaders with actionable strategies for transforming goal-setting discussions from transactional exchanges into dynamic, engagement-focused conversations. Its adaptable structure ensures applicability across various leadership contexts, allowing for iterative refinement and seamless integration into diverse organizational environments. By bridging research and practice, this paper offers a scalable, evidence-based approach to fostering engagement, enabling leaders to cultivate sustainable motivation and drive long-term organizational success.