Winning by Design™

Managing
for Impact

Session 2 · High-Impact Coaching & the Coaching Cadence. From a one-off review to a rhythm that compounds.

Session 1The REKS Coaching FrameworkModules 1 & 2

Session 2Effort to KnowledgeModules 3 & 4 · You are here

Session 3Knowledge to SkillsModules 5 & 6

Session 4Ongoing Skill DevelopmentModules 7 & 8

What we're
covering today.

MODULE 3

High-Impact Coaching

Game tape. Review real calls, find the one skill to drill, and build a call-coaching analyzer in Claude.

MODULE 4

Coaching Cadence

Turn one-off reviews into a weekly rhythm, and build your own coaching cadence in Claude.

Last week you took on
three reps. How did they go?

1You recorded an SSSS roleplay setup with your team.
2You applied the REKS framework to one direct report.
3You completed the pre-work for today.

Quick round: one thing that worked, or one thing that did not.

The power of the
missing tenth of a second.

Michael Phelps did not win by a body length. He won by the length of a fingernail, the result of a thousand tiny, reviewed, corrected strokes.

Not rare, massive breakthroughs Consistent, incremental progress The extra stroke

Session 2 · Module 3 · High-Impact Coaching

Game Tape.
Skills Coaching.

The fastest way to improve a skill is to watch it, name the one gap, and drill it. Just like the tape.

Coaching has been about
results, not development.

→Past training lost momentum after 2 to 3 weeks.
→Coaching defaults to "where are my deals?", a lagging indicator.
→Stickiness beyond launch is the number one ask.

So today is built around the things that actually stick: a repeatable way to coach skills, and a cadence to keep it alive.

How are we using
call coaching today?

Micro-Skills

Are we coaching one specific skill, or reviewing the whole call at once?

Group vs 1:1

What belongs in a team review, and what belongs in a private conversation?

Do's and Don'ts

What sets the team up to feel safe, not exposed?

AI Before and After

How could AI prep the call review, and follow up after it?

Two real FCTG calls.
Watch like a coach, not a critic.

As you watch: where does discovery stop? What is the one micro-skill you would drill first?

The AI Coaching Edge

Drop a dozen call transcripts into Claude and ask: based on SPICED, what is this rep good at, and where is the room to grow?

You walk into the 1:1 with a hypothesis, not a hunch. In a moment, you will build exactly this.

From the room

It is very eye-opening to see what you actually say on a call, versus what you think you said.

A real example: a leader rehearsed a tough fee-increase call in Claude before the meeting. It surfaced angles they had missed, and they walked in confident. The real call went the way they practiced.

Build 1 of 2 · groups of 3 to 4

Build a call-coaching analyzer you keep.

One person shares screen, everyone opens mfi-build.pages.dev/analyzer Click, copy the prompt, paste into Claude. A sample call is linked there too.

1Open the link, copy the prompt, paste into a new Claude chat.
2Add a call: a real Gong transcript, or the sample call on the page.
3Iterate as a group: change one instruction, rerun, compare. The discussion is the learning.
4Save it: paste the prompt into a doc or your Claude project. It is yours from today.

Run the build (25 to 40)

This replaces the old breakout. Set it up cleanly, then get out of the way.

Demo first, then go (do not skip): share your screen for 60 seconds, run the prompt once on the sample call so the room sees the output shape. Then send them to groups of 3 to 4, one driver sharing screen.
Drop the link in the chat: mfi-build.pages.dev/analyzer. Every breakout room opens it, copies the prompt, and is self-sufficient. No long paste into the Zoom chat.
Name 2 tech buddies up front who float between rooms if anyone is stuck. Luca Villa (Gong and LLM literate) is one, pick one more before the session.
Fallback, if a room is stuck at 5 minutes: have them discuss the sample call's obvious gaps together instead of fighting the tool. Nobody sits in a dead room.
The prompt scores the call on the SPICED rubric (completion yes or no, plus quality 1 to 5) and hands back a roleplay. Cowriting and rerunning as a group is where the learning happens.
Float the rooms: "what would you change to make that coaching point more specific?"

Objection (heard in the room, enterprise rep): "I have never seen a roleplay work in my space." Response: right about a 30 minute end to end roleplay. The fix is specific and time-boxed, drill one micro-skill for 90 seconds. The analyzer names that one skill for you.

Take-home: step 4 is the stickiness. Make saving the prompt a real, visible beat, not a verbal aside.

Share-out

What did Claude catch
that you would act on?

Each group: the one micro-skill you would drill, and the RingRing you would run.

Break.

Grab a coffee. Back in five for the part that makes all of this stick: cadence.

Session 2 · Module 4 · Coaching Cadence

The Coaching
Cadence.

A single great review changes one call. A rhythm changes a career. This is how coaching becomes a habit, not an event.

Most teams drift.
A cadence keeps the heading.

Common patterns

×Rely on memory after calls.
×Coach inconsistently.
×Focus on outcomes, not patterns.

A SPICED cadence

→Conversations are consistent.
→Discovery is repeatable.
→Coaching is measurable.

Improvement compounds.

Conversations consistent Discovery repeatable Coaching measurable Improvement compounds

The point of a cadence is not more meetings. It is small, repeated corrections that add up.

1% better every day
is 38x in a year.

1%/daycompounded = ~38x in 365 days

10%/qtroccasional big pushes = far less

"We do not rise to the level of our goals. We fall to the level of our systems."

James Clear · Atomic Habits

Different businesses
need different rhythms.

Dimension	Corporate (B2B managed)	Retail / Leisure	Groups / Events
Sales motion	Relationship + account growth	High volume, transactional conversion	Complex, multi-stakeholder orchestration
Feedback loop	Slow, weeks to months	Fast, minutes to days	Medium, slow, weeks to months
Coaching unit	Account / stakeholder map	Call / interaction behavior	Deal / itinerary structure
Cadence need	Depth + strategy	Speed + repetition	Structure + coordination

The coaching cadence chart

Cadence	Purpose	Focus	What happens	AI assist
Daily	Drive immediate behavior	Effort	Listen to a clip, one observation, quick "in the moment" coaching	Call summaries, missed-step alerts
Weekly	Build skill and consistency	Skills	1:1 coaching, one call review, one roleplay, pipeline hygiene	SPICED scoring, role-play partner
Monthly	Identify patterns, improve the system	Knowledge	Review multiple calls, trends, compare to team, adjust focus areas	Pattern analysis across calls
Quarterly	Calibrate the whole system	Results	Review cadence effectiveness, growth plan, validate it is working	Trend dashboards, system check

How great leaders protect the rhythm.

Mon

Team kickoff30m, shared priorities

Clip of the day15m, one observation

Tue

1:1 coaching30m, 10 deal / 10 skill / 10 goals

Clip of the day15m

Wed

1:1 coaching30m, the rep's meeting

Pipeline reviewseparate slot, not the 1:1

Thu

1:1 coaching30m, skill + roleplay

Clip of the day15m

Fri

Team roleplay45m, the sacred hour

Wins + recap15m

Coaching keystone (1:1)Skills practiceTeam / pipeline ops

Every week1:1 plus skills practice. Newer reps weekly, veterans every other week.

MonthlyPattern review across calls, stage health, a skip-level conversation.

Quarter endBusiness review, growth plan, recalibrate the whole cadence.

Sources: Andy Grove, High Output Management (weekly 1:1s are the highest-leverage thing a manager does, run as the rep's meeting, roughly half a day per report). Sales-coaching research: a 30-minute 1:1 split 10 minutes deal, 10 skill or roleplay, 10 goals; reps who get 3+ hours of coaching a month hit quota about 7 points higher. Keep coaching and pipeline review in separate slots.

What good looks like, made concrete (65 to 75)

This is one credible shape of a great coaching week, a starting point to adapt, not a mandate. Walk the week left to right, then the quarter. The non-negotiables from the research:

Weekly 1:1s are the highest-leverage thing you do (Andy Grove). About 30 minutes, split 10 on a deal, 10 on a skill or roleplay, 10 on goals and commitments. It is the rep's meeting, they bring the agenda.
Keep coaching and pipeline review in separate slots. Mixing them is the single most common reason coaching programs fade inside the first 90 days.
Match frequency to maturity: newer reps weekly, tenured veterans every other week.
The Friday team roleplay is not hypothetical, it is Courtney's real cadence, which is the next slide.

The quarter nests: weekly skills, a monthly pattern review and skip-level, and a quarterly business review to recalibrate. Tee up the build: "In a moment you will design your own version of this in Claude."

From the room

"We do roleplays every single Friday. My team knows they need a written formal excuse to miss one. We have done it for eight years. They are sacrilege."

Courtney Van Schalkwyk · Corporate Traveller, Sales Lead Asia

This is a cadence that stuck. Not because it was mandated, because it became "just what we do." When the rhythm is sacred, the fear leaves the room and the practice compounds. Eight years of Fridays is how you build a coaching culture.

The AI Coaching Edge

"Do a REKS analysis the night before the 1:1. Walk in with a hypothesis, spend the meeting coaching, not analyzing."

For your cadence: AI is what makes a demanding cadence survivable. It preps the call review, summarizes the patterns, and can even play the buyer for a roleplay. You can also build a "manager agent" that gives feedback the way you do, so a rep can practice receiving your feedback before the live session.

Build 2 of 2 · in Claude · groups of 3 to 4

Build your team's coaching cadence.

One person shares screen, everyone opens mfi-build.pages.dev/cadence Claude interviews you, then builds a weekly to quarterly rhythm you can start Monday.

1Open the link, copy the prompt, paste into a new Claude chat.
2Answer Claude's questions for a real team, one at a time.
3Pressure-test as a group: is it realistic? Where would it break?
4Screenshot your cadence before you leave. That is your plan for Monday.

Run the build (75-95)

Demo first, then go (do not skip): open the link, paste the prompt, answer the first question or two live so they see Claude interview them. Then send to groups of 3 to 4, one driver. Building it together surfaces ideas they would not reach alone.
Drop the link in the chat: mfi-build.pages.dev/cadence. Each room opens it and is self-sufficient.
Same 2 tech buddies float between rooms. Fallback if stuck at 5 minutes: the group sketches the daily, weekly, monthly, quarterly rows by hand from the cadence chart, then refines in Claude after.
Push for realism: "could you actually protect that time? What is already on your calendar you could repurpose?" Remind them of Alain's move: modify the 30/30 you already have, do not invent a new meeting.

Objection, "my team does not have time for this." Response: the cadence is mostly repurposing meetings you already hold, plus AI doing the prep. The question is not more time, it is better-spent time. Sell it with the 90-day framing: "try this with me for 90 days, then we reassess."

Take-home: step 4 is the artifact. Make them screenshot the cadence, do not let it stay in the chat window only.

Share-out

Three questions,
one answer each.

1Your cadence design in one line.
2The biggest gap in how you coach today.
3The one change you will implement immediately.

One system,
three moving parts.

SESSION 1

REKS

Diagnose: is it a result, effort, knowledge, or skill gap?

TODAY · SKILLS

Game tape + AI

Find the gap in the call data, drill it with a roleplay.

TODAY · CADENCE

The rhythm

Repeat it weekly so the improvement compounds.

Diagnose with REKS. Develop with game tape and roleplay. Sustain with a cadence. That is managing for impact.

Your three reps for the week.

1Run the call-coaching analyzer on one real rep's call.
2Implement the one cadence change you committed to today.
3Come back ready to share what worked, or what did not.

Both prompts are yours to keep. Save them today.

Winning by Design™

Thank you.

Please take 60 seconds for the survey, your feedback shapes the next session. [ facilitator: drop your survey link in the chat ]

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Managing
for Impact

What we're
covering today.

High-Impact Coaching

Coaching Cadence

Last week you took on
three reps. How did they go?

The power of the
missing tenth of a second.

Game Tape.
Skills Coaching.

Coaching has been about
results, not development.

How are we using
call coaching today?

Micro-Skills

Group vs 1:1

Do's and Don'ts

AI Before and After

Two real FCTG calls.
Watch like a coach, not a critic.

Build a call-coaching analyzer you keep.

What did Claude catch
that you would act on?

Break.

The Coaching
Cadence.

Most teams drift.
A cadence keeps the heading.

Common patterns

A SPICED cadence

Improvement compounds.

1% better every day
is 38x in a year.

Different businesses
need different rhythms.

The coaching cadence chart

How great leaders protect the rhythm.

Build your team's coaching cadence.

Three questions,
one answer each.

One system,
three moving parts.

REKS

Game tape + AI

The rhythm

Your three reps for the week.

Thank you.

Presenter controls

Session 2 · jump to any slide

Managingfor Impact

What we'recovering today.

High-Impact Coaching

Coaching Cadence

Last week you took onthree reps. How did they go?

The power of themissing tenth of a second.

Game Tape.Skills Coaching.

Coaching has been aboutresults, not development.

How are we usingcall coaching today?

Micro-Skills

Group vs 1:1

Do's and Don'ts

AI Before and After

Two real FCTG calls.Watch like a coach, not a critic.

Build a call-coaching analyzer you keep.

What did Claude catchthat you would act on?

Break.

The CoachingCadence.

Most teams drift.A cadence keeps the heading.

Common patterns

A SPICED cadence

Improvement compounds.

1% better every dayis 38x in a year.

Different businessesneed different rhythms.

The coaching cadence chart

How great leaders protect the rhythm.

Build your team's coaching cadence.

Three questions,one answer each.

One system,three moving parts.

REKS

Game tape + AI

The rhythm

Your three reps for the week.

Thank you.

Presenter controls

Session 2 · jump to any slide

Managing
for Impact

What we're
covering today.

Last week you took on
three reps. How did they go?

The power of the
missing tenth of a second.

Game Tape.
Skills Coaching.

Coaching has been about
results, not development.

How are we using
call coaching today?

Two real FCTG calls.
Watch like a coach, not a critic.

What did Claude catch
that you would act on?

The Coaching
Cadence.

Most teams drift.
A cadence keeps the heading.

1% better every day
is 38x in a year.

Different businesses
need different rhythms.

Three questions,
one answer each.

One system,
three moving parts.