Manager Coaching Cadence Checklist

Use the weekly section during onboarding and for the first 90 days post-certification; shift to the "ongoing weekly" cadence after that. Monthly and quarterly sections run continuously for the life of the rep.

Weekly 1:1 — Skill Reinforcement (15-20 min)

• Pull one recent call recording or live-shadow moment tied to the rep's current lowest-scoring competency (not a random call)
• Ask the rep to self-rate that specific moment on the 5-level scale before you give your rating
• Give one concrete behavioral example of what one level higher would have sounded like, in that exact moment
• Assign one micro-drill for the week tied to that competency — never a generic "keep improving"
• Confirm last week's micro-drill was actually completed before assigning a new one
• Log the observed level in the rep's competency tracker (not just "good call" in a notes field)
• Ask one career-lens question: "what does reaching [next level] on this unlock for you?"
• Check one pipeline/deal-rigor item (forecast accuracy, next-step clarity) as a standing item every week

Monthly 1:1 — Competency Review (45-60 min)

• Review the rep's full 6-competency profile against their onboarding/certification targets
• Identify the single most-decayed competency since certification (competencies not actively coached regress first)
• Pair the rep with an Advanced/Expert peer in that competency for a shadow session this month
• Re-run one graded roleplay or live-call review specifically on the decayed competency
• Update the rep's individual development plan with exactly one target for next month
• Check whether pipeline/results metrics are actually moving with the competency level (if level is rising but results aren't, investigate why)
• Discuss the career lens explicitly: how this month's growth maps to eligibility for the next role or account tier
• Confirm the rep's own priority ranking matches the manager's — resolve any mismatch before moving on

Monthly — Team-Level Pattern Check (once, not per-rep)

• Which competency is weakest across the whole team? (If 3+ reps share a gap, it's a training gap, not an individual coaching gap — escalate to enablement)
• Which competency has the widest self-rating vs. manager-rating gap across the team? (Confidence/calibration issue, not a skill issue)

Quarterly — Calibration & Recertification (60-90 min)

• Run the formal recertification pass against the certification rubric
• Compare your ratings for 2-3 reps against a peer manager's or skip-level's rating on the same call — resolve calibration drift before it compounds
• Update the team competency heatmap (who's at what level, on what)
• Feed any recurring content or scenario gaps back to enablement

Standing Rule

Never let a 1:1 become purely deal-status. Deal status belongs in pipeline review; the 1:1 exists to move a named competency up one notch. If a 1:1 produces no competency-level movement for three weeks running, the cadence itself — not the rep — is the problem.