01 / ORIGINAL OBSERVATION
Make discovery part of the conversation.
Associate A recommended a sofa before asking about room use or timing.
AGREED STANDARD
Ask about room use, budget and timing, then confirm priorities before recommending.
Coaching softwarefor frontline leaders.
OBSERVE · DEVELOP · REVIEW
See what happens after you give feedback.
For frontline leaders responsible for onboarding, coaching, and follow-through.
Turn an on-the-job observation into a coaching plan. Follow up to see what changed and decide what to do next.
Built by an Army veteran and practicing emergency-medicine PA-C with 40+ years in healthcare. Meet the team →
A COACHING PLAN IN PRACTICE
Keep the observation, practice and follow-up together.
Illustrative plan · Fictional retail scenario. This example explains the workflow; it is not a customer result or a live workspace.
02 / APPROVED PRACTICE
Rehearse the next interaction.
Practice three discovery questions and a short summary of the customer’s priorities with the assigned coach.
Follow-up: Day 11, against the same standard.
03 / REVIEW & NEXT DECISION
Record what changed.
Asked about room use and budget; omitted timing.
Reviewer’s decision: Continue practice on confirming timing. Reassess on Day 18.
The retail demo saves changes only in your browser and simulates roles and handoffs. It does not sync records between people or devices.
Make the next step clear.
One connected path from feedback to follow-through.
01 / OBSERVE
Notice a specific behavior.
Record what happened during the shift.
02 / DEVELOP
Agree on a practical next step.
Choose what to practice, assign a coach, and set a review date.
03 / REVIEW
See what changes.
Observe the behavior again and decide whether to continue, adjust, or close the plan.
SAMPLE PILOT REVIEW · FICTIONAL DATA
Make the next decision with evidence.
These invented counts show how a sponsor could review the same behavior before and after coaching.
Observed change does not establish that coaching caused it. We prepare the review with your team from agreed records and measures.
See the full sample evidence review →A few practical questions.
How is Proficera different from an LMS?
An LMS organizes learning content and completion. Proficera connects a specific workplace observation to agreed practice, a coach and a later review of the same behavior.
How much time will leaders need?
Leaders capture observations, review practices and complete follow-up. We agree the cadence during setup and measure the actual workload during the pilot.
What information belongs in the workspace?
Use only the data agreed for your site. Do not enter patient information. Supervisors, coaches and reviewers sign in; team members receiving coaching are tracked by site codes in this leader-led workflow. Read our privacy information →
Try it with one team.
One site. One agreed workflow. 60 days.
Request pilot details →$1,500 total for 60 days · Then $500/month for the same agreed scope, by separate agreement · No automatic renewal