Capture the moment.
Describe the specific behavior, context, and help needed. Consider the employee’s perspective.
HOW IT WORKS
Turn an observation into a coaching plan you can follow up on.
Turn one observation into a focused plan, clear ownership and a follow-up date.
Agree on the next step.
Review focused practice, name a coach, and set a follow-up date. A useful plan makes the action and required support clear.
Gather new evidence.
Observe again, document what changed, and decide whether to continue, adapt, or close the plan.
See how a review changes the next step.
If an associate asks about budget but skips timing, keep the plan open and practice asking about timing before recommending. Keep the observation, approved plan and follow-up evidence connected.
Start with a practical coaching plan.
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