Coaching Conversations for Managers is a 90‑minute virtual instructor‑led training (vILT) designed to equip new and mid‑level managers with a practical, repeatable framework for leading effective coaching conversations. The program addresses a common performance gap: managers often avoid or mishandle coaching discussions, defaulting to vague feedback, emotional reactions, or unclear expectations. This training provides a structured model, real‑world practice, and psychologically safe communication tools that managers can apply immediately.

Tools Used: Google Slides, Docs, Forms, Microsoft PowerPoint, Microsoft Copilot, Padlet

Instructional Challenge

Managers frequently skip coaching because they feel pressed for time, lack a clear structure, or worry about navigating emotional or resistant responses. This leads to stalled performance, rework, disengagement, and frustration. The training needed to normalize these challenges, build confidence, and give managers a simple, actionable approach they could use the same day.

Solution Overview

I designed a highly interactive vILT experience that blends conceptual learning with scenario‑based practice. The session centers around the COIN coaching model: Context, Observation, Impact, and Next Steps, paired with three psychological‑safety micro‑skills: validating the perspective, redirecting with curiosity, and using “I” statements. The training intentionally moves managers from awareness → practice → application → transfer.

Key Design Elements

• Business Case for Coaching  

Grounds the session in organizational impact, showing how coaching reduces rework, builds ownership, and strengthens engagement.

• Coaching vs. Directing Framework  

Helps managers distinguish when to coach and when to give direction, reducing confusion and cognitive overload.

• COIN Model Instruction  

Breaks down each step with workplace examples, prompts, and practice space. The model is simple enough to remember and robust enough to use in real conversations.

• Scenario‑Based Breakout Rooms  

Learners work in small groups to analyze a realistic case (Marcus), draft COIN statements, anticipate defensiveness, and practice open‑ended questions.

• Live Coaching Simulation  

A facilitator‑led roleplay allows learners to observe COIN in action, analyze coaching moves, and identify patterns such as objectivity, impact clarity, and ownership.

• Psychological Safety Tools  

Learners practice micro‑skills that reduce defensiveness and keep conversations collaborative.

• Action Planning for Real Conversations  

Managers create a private coaching plan for an actual employee they manage, including COIN statements, a psychological‑safety tool, an opener, and a follow‑up plan.

• Exit Ticket + 30‑Day Reflection  

Learners commit to one coaching action and identify the COIN element and psychological‑safety tool they will apply. A follow‑up reflection supports long‑term transfer.

Deliverables Created

90‑minute slide deck with simplified visuals, reduced cognitive load, and improved instructional flow

Facilitator Guide with detailed notes, pacing guidance, debrief questions, misconceptions, and “if behind” adjustments

Participant Guide with COIN prompts, psychological‑safety examples, breakout instructions, and action‑plan template

COIN Coaching Action Plan Template redesigned as a private preparation tool

Padlet activity for real‑world coaching scenarios

Exit Ticket aligned to learning objectives and performance outcomes

Instructional Impact

This training gives managers a clear, repeatable structure they can use immediately. By combining a simple coaching model with psychologically safe communication tools and real‑world practice, managers leave with increased confidence, a concrete plan, and the ability to lead coaching conversations that build clarity, ownership, and momentum.