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coaching-framework skill

/plugins/sales-coaching/skills/coaching-framework

This skill helps design competency rubrics, scoring guides, and coaching plans to standardize development and measure progress across teams.

npx playbooks add skill gtmagents/gtm-agents --skill coaching-framework

Review the files below or copy the command above to add this skill to your agents.

Files (1)
SKILL.md
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---
name: coaching-framework
description: Use to structure competency rubrics, scoring guides, and coaching plan
  templates.
---

# Coaching Framework Skill

## When to Use
- Building competency rubrics for new roles or programs.
- Standardizing scoring across managers/enablement.
- Designing multi-week coaching plans that tie to measurable outcomes.

## Framework
1. **Competency Definition** – describe behaviors, leading/lagging indicators, and proof examples.
2. **Scoring Rubric** – create 1-5 or bronze/silver/gold tiers with observable criteria.
3. **Plan Template** – goals, drills, support resources, checkpoints, and certification path.
4. **Measurement Layer** – map KPIs (win rate, cycle, CSAT) and survey cadence.
5. **Feedback Loop** – collect calibration notes and continuously refine rubrics.

## Templates
- Competency card (behavior, signals, proof, resources).
- Coaching plan outline (objective, actions, timeline, owners).
- Calibration worksheet for manager huddles.

## Tips
- Keep rubrics no more than 4-5 competencies per program to aid adoption.
- Provide real call snippets/examples for each level to reduce ambiguity.
- Revisit quarterly with performance data to keep relevance high.

---

Overview

This skill structures competency rubrics, scoring guides, and multi-week coaching plan templates tailored for GTM teams. It helps standardize how managers assess behaviors, run coaching cycles, and measure impact across sales, marketing, customer success, and rev ops. Use it to create repeatable coaching artifacts that tie development work to KPIs and certification paths.

How this skill works

The skill guides you through a five-step framework: define competencies with observable signals, build a tiered scoring rubric, assemble coaching plan templates, map measurement metrics, and set a feedback loop for calibration. It generates competency cards, plan outlines, and calibration worksheets so you can apply the framework immediately. Outputs are practical artifacts: behavior descriptions, example call snippets, action timelines, owners, and checkpoint criteria.

When to use it

  • Designing competency rubrics for a new role or enablement program
  • Standardizing scoring and calibration across managers and teams
  • Creating multi-week coaching plans linked to measurable outcomes
  • Preparing manager huddles and calibration sessions
  • Refreshing coaching content each quarter with performance data

Best practices

  • Limit each rubric to 4–5 core competencies for easier adoption
  • Include real examples or call snippets for each rubric level to reduce ambiguity
  • Map each coaching activity to specific KPIs (win rate, cycle time, CSAT) and a timeline
  • Use a calibration worksheet in manager huddles to align scoring and notes
  • Review and iterate rubrics quarterly using actual performance and survey feedback

Example use cases

  • Create a 6-week coaching plan for new AE onboarding with milestones, drills, and certification
  • Standardize deal review scoring across sales managers using a 1–5 observable rubric
  • Build a customer success competency card focused on escalation handling and CSAT impact
  • Run quarterly calibration sessions with a worksheet that captures disagreement reasons and action items
  • Design a measurement layer that maps coaching activities to win rate, average deal cycle, and NPS

FAQ

How many competencies should a rubric include?

Keep rubrics to 4–5 competencies so coaches and reps can focus and adoption stays high.

What scoring formats work best?

Use 1–5 scales or tiered labels (bronze/silver/gold) with observable, example-based criteria for each level.

How often should rubrics be updated?

Revisit rubrics quarterly using performance metrics and calibration notes to maintain relevance and accuracy.