Your people need a coach, not just a session.
Somewhere along the way, coaching became another box for managers to check, complete with an acronym, a worksheet and a monthly meeting. Developing people takes more than completing a process.
The Condor Coaching Framework rests on two things: consistency and collaboration. We coach the leaders who carry the number to build both into how they lead every day.
EVERY INTERACTION IS AN OPPORTUNITY
TO DEVELOP YOUR PEOPLE.
We keep it simple. Show up when things are going well and when they aren’t, understand what your people want to achieve, and work alongside them to get there.
How you show up, week after week.
- Show up through every season. Stay involved when performance is strong and when it struggles.
- Be consistently honest. Praise what deserves recognition and address what needs improvement, regardless of results.
- Stay present and follow through. Know their work, keep your commitments, and sustain attention to their growth.
- Keep developing the person. Reinforce their strengths and maintain a focused development priority over time.
How you and your people work together.
- Build the plan together. Connect their ambitions with your perspective on their potential.
- Make both voices matter. Listen, exchange perspectives, and shape the approach together.
- Bring them into your world. Explain your thinking, teach what you know, and involve them in meaningful work.
- Expect commitment from both sides. Both people own actions, contribute effort, and do the difficult work growth requires.
Being a coach is not momentary, it needs to be who you are.
USE EVERYDAY WORK
TO DEVELOP THE PERSON.
Leaders don’t need a separate program to develop people. Each part of a normal week is a chance to coach.
- Strategy and planning
Build an account, territory or quarter plan together, connecting each decision to the person’s strengths and development goals.
- Meeting observations
Observe their calls and meetings, reinforce progress, and give focused feedback or quick teaching.
- Results
Explore what produced the outcome, recognize effective behaviors, and identify what to repeat or adjust.
- Education and exposure
Bring them into work that prepares them for their ambitions: build a plan together, explain a leadership decision, or let them practice a future responsibility.
This is grounded in Condor’s Core 4 →
WHERE LEADERS
GET BETTER.
Coaching their people
Developing each person on the team, instead of only managing the pipeline.
Running the week
The one-on-ones, forecast calls and team meetings that make up a leader’s week, each run so it changes something.
Leading through change
Keeping a team moving through a reorg, a new product or a missed quarter, without losing the people you most need.
FOR LEADERS
ALREADY IN THE SEAT.
First-time leaders, the move from seller to manager, are covered in Onboarding. Team workshops, Building for 2030 and Condor’s Core 4 are on Leadership Development.
START THE
CONVERSATION.
Tell us about the leaders you want to develop. We will come back with how coaching would work for them.