Coaching meetings are the most personal meeting type. They fail when the manager does all the talking or when the conversation stays surface-level. This template creates space for the person being coached to lead while the manager listens, asks, and supports.
Ask “What is on your mind?” or “What would make this conversation useful today?” Let them set the direction. Do not open with your agenda.
Listen. Ask open-ended questions. Resist the urge to solve immediately. Help them think through the problem rather than handing them an answer.
If you have feedback or information to share, do it here. Be specific and actionable. “The presentation to the VP lacked data on customer impact” is useful. “You need to be more strategic” is not.
Each person states one thing they will do before the next meeting. Write them down. These become the opening check-in for next time.
Confirm the next meeting date. Ask if there is anything unsaid. End.
Pre-meeting checklist
- Review commitments from the previous meeting
- Have one specific piece of feedback prepared (if applicable)
- Clear your head — this meeting requires presence, not multitasking
When to use 50 minutes instead
For quarterly development conversations, performance reviews, or career planning sessions. Regular weekly or biweekly 1:1s should be 25 minutes.