What should change after performance coaching?
Agree observable development goals and relevant commercial measures before evaluating a coaching investment.
“Better performance” is too broad to evaluate well. Start with a real priority and the work it requires.
For a salesperson, that might mean acting with greater confidence in demanding situations or following through on priorities. For a manager, it might mean handling difficult conversations more deliberately and giving others room to take responsibility.
Agree a starting point, the behaviours you want to see and relevant outcome measures. Include the participant’s perspective and observations from real work.
Review progress over a period that fits the development goal and sales cycle. Revenue also depends on the market, product, pipeline and other activity, so interpret changes carefully.
A useful review makes the next decision clearer: continue, adjust or conclude.