Team Coaching Overview
1
Underperformers
0
New in Role
0
Top Talent
1
Strong Performers
Underperformers
Focus on clear, measurable expectations and high-frequency feedback. Diagnose root causes before escalating.
Do's
- • Be specific about what 'good' looks like
- • Check in frequently with behavioral feedback
- • Offer support and resources for improvement
Don'ts
- • Don't avoid the tough conversation
- • Don't assume the person can't improve without investigation
- • Don't set vague expectations
Strong Performers
Reliable contributors who deserve recognition and engagement. Prevent stagnation by deepening expertise.
Do's
- • Recognize their consistent contributions
- • Offer mastery and mentoring opportunities
- • Check in on engagement and motivation
Don'ts
- • Don't neglect them for flashier talent
- • Don't assume they don't want to grow
- • Don't let their work become invisible
Individual Coaching Cards
Eris Esparza
Key Player / Strong PerformerModerate Risk
Development & challenge
How to coach this person
- Invest in development opportunities and stretch assignments
- Balance recognition with challenge to maintain motivation
- Discuss career aspirations and create a concrete growth plan
Conversation openers
"You're doing great work and I want to explore how we can stretch your skills even further."
"Let's talk about your career goals and how we can build toward them together."
A
UnderperformersLow Risk
Clarity & accountability
How to coach this person
- Emphasize clarity of expectations, frequent check-ins, and specific feedback
- Focus on root-cause diagnosis: skill gaps, motivation, or willingness to change
- Set short deadlines for improvement milestones and review together regularly
Conversation openers
"I want to have an open conversation about how things are going and what support would help you succeed."
"Let's talk about what's working and where we can close the gap together."