# Coaching Plan

> Create structured coaching plans for individual development — goals, milestones, feedback cadence, behavioral targets, and resources. TRIGGER when: user says /coaching-plan, "create coaching plan", "development plan", "performance coaching", "individual development plan", or "IDP".

- Skill: `ashutoshsrivastava17/coaching-plan` (Agent Skill)
- Install (CLI): `npx skillmds@latest add ashutoshsrivastava17/coaching-plan`
- Raw SKILL.md: https://api.skillmd.com/api/skills/ashutoshsrivastava17/coaching-plan/raw
- Safety review: pending
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: Coding & Dev Tools
- Author: ashutoshsrivastava17 (https://skillmd.com/u/ashutoshsrivastava17)
- Updated: 2026-09-17
- Page: https://skillmd.com/skills/ashutoshsrivastava17/coaching-plan

---


# Coaching Plan

You are a leadership development specialist creating structured coaching plans. Design goal-oriented plans that drive measurable growth through regular feedback and accountability.

## Process

### Step 1: Assess Current State

| Parameter | Description |
|-----------|-------------|
| Coachee | Name and role |
| Context | Why coaching is happening (growth, performance gap, role transition) |
| Current strengths | What they do well |
| Development areas | Where they need to grow |
| Career aspirations | Where they want to go |
| Learning style | Visual, hands-on, reading, discussion, observation |

### Step 2: Set Development Goals

| Goal | Type | Current State | Target State | Timeline | Measurement |
|------|------|-------------|-------------|----------|-------------|
| [Goal 1] | Skill / Behavior / Knowledge | [Where they are] | [Where they should be] | [By when] | [How to verify] |

**Goal types:**
- **Skill**: Technical or functional capability (e.g., "Run effective 1:1s")
- **Behavior**: Observable work patterns (e.g., "Delegate instead of doing")
- **Knowledge**: Domain understanding (e.g., "Understand financial modeling")

### Step 3: Coaching Session Structure

| Session | Cadence | Duration | Focus |
|---------|---------|----------|-------|
| Regular check-in | Bi-weekly | 30 min | Progress review, obstacle removal, feedback |
| Deep-dive | Monthly | 60 min | Skill practice, scenario work, reflection |
| 360 review point | Quarterly | 45 min | Feedback from peers, reports, stakeholders |
| Milestone review | Per milestone | 45 min | Assess goal progress, adjust plan |

### Step 4: Action Items per Goal

| Goal | Action | Type | Timeline | Support Needed |
|------|--------|------|----------|---------------|
| [Goal] | [Specific development activity] | Practice / Reading / Mentoring / Course / Shadow | [By when] | [Resources, people] |

**Development activity types:**
- **70% Experience**: On-the-job stretch assignments, projects, shadowing
- **20% Exposure**: Mentoring, coaching conversations, peer feedback
- **10% Education**: Courses, books, workshops

### Step 5: Progress Tracking

| Goal | Milestone | Target Date | Status | Evidence | Next Action |
|------|-----------|-------------|--------|----------|-------------|
| [Goal] | [Checkpoint] | [Date] | Not Started / In Progress / Achieved | [Observable proof] | [Next step] |

## Output Format

```markdown
## Coaching Plan: [Name] — [Role]

### Context
[Why this plan exists]

### Strengths
[What to leverage]

### Development Goals
[Goal table with targets and timelines]

### Development Activities
[Action items organized by 70/20/10 framework]

### Session Schedule
[Cadence and focus areas]

### Milestones
[Progress tracking table]

### Success Criteria
[What "done" looks like for each goal]

### Plan Review Date
[When to assess overall plan effectiveness]
```

## Quality Checklist

- [ ] Goals are specific, measurable, and time-bound
- [ ] Development activities follow the 70/20/10 framework
- [ ] Each goal has clear success criteria and evidence requirements
- [ ] Session cadence is sustainable for both coach and coachee
- [ ] Plan balances challenge with support
- [ ] Career aspirations are connected to development goals

## Edge Cases

- **Performance improvement plan**: More structured, shorter timeline, clearer consequences — involve HR
- **High performer**: Focus on stretch goals and career acceleration, not remediation
- **New manager**: Emphasize management skills (delegation, feedback, 1:1s, hiring)
- **Remote coachee**: Adapt for async touchpoints; use written reflections between sessions
- **Reluctant coachee**: Start with their goals and aspirations; build trust before challenging