Structuring a Coaching Cadence

This blueprint reframes coaching as a system rather than a series of ad-hoc conversations. It guides leaders through adopting a modern coaching mindset, using varied coaching models to maintain engagement, and structuring weekly, monthly, and quarterly cadences that align with how teams actually work. By combining group coaching, peer-led practice, and one-on-one development into a deliberate rhythm, the blueprint helps leaders create a sustainable coaching culture that drives long-term performance improvement.

Best For

• Sales managers and frontline leaders responsible for developing skills while hitting short-term targets

• CROs and revenue leaders looking to improve execution consistency across teams

• Enablement leaders designing scalable coaching and skill development programs

• Founders and first-time managers transitioning from doing the work to coaching others

• Customer-facing team leaders (Sales, SDR, CS) seeking higher engagement and accountability

• GTM organizations struggling with inconsistent performance despite strong hiring

Key Takeaways

• Coaching is most effective when it focuses on reflection and process, not judgment or opinion.

• Varying coaching models prevents skill development from plateauing and keeps teams engaged.

• Consistent, shorter coaching sessions often outperform infrequent, high-effort reviews.

• Peer-to-peer practice reinforces learning and reduces reliance on manager-led coaching alone.

• Coaching cadences should adapt to role velocity, not follow a one-size-fits-all schedule.

• Clear objectives and preparation are what turn meetings into meaningful coaching moments.