Sales One-on-One Coaching SOP

Standard procedure for conducting sales one-on-one coaching sessions focused on deal review, pipeline activity, skill coaching, and personal development.

Steps

• Review the coaching context
  The manager reviews the rep's current pipeline, open opportunities, prior action items, and recent performance trends before the meeting. Include: - Deal stage changes since the last one-on-one - Pipeline coverage and forecast risk - Activity trends versus target - Previous commitments that remain open
• Confirm the agenda and coaching focus
  The manager sends or confirms the agenda with the rep before the session and identifies the primary coaching focus areas. Agenda must include: - Deal review - Pipeline activity review - Skill coaching topic - Personal development topic - Follow-up commitments
• Open the session and align on outcomes
  The manager opens the meeting, confirms the time available, and states the expected outcomes for the session. The manager asks the rep to add any urgent topics that affect the agenda.
• Review open deals and identify risks
  The manager and rep review the highest-priority open opportunities one at a time. For each deal, confirm: - Current stage and next step - Customer decision process - Identified blockers or risks - Required support from the manager - Specific close date confidence
• Assess pipeline activity and coverage
  The manager reviews activity and pipeline health against the agreed scorecard or target metrics. Check: - New opportunities added since the last session - Activity volume versus target - Stage progression velocity - Coverage gaps by segment or quarter - Forecast accuracy concerns
• Coach one skill with observable feedback
  The manager selects one skill to coach based on observed behavior, deal execution, or pipeline gaps. Examples: - Discovery questioning - Objection handling - Mutual action planning - Next-step commitment setting - Executive communication The manager gives specific feedback using observed examples and agrees on one practice action.
• Discuss personal development goals
  The manager and rep review one personal development topic tied to the rep's growth plan. Examples: - Confidence in customer conversations - Time management - Territory planning - Presentation skills - Career development milestones
• Assign actions and confirm ownership
  The manager records each action item with a clear owner, due date, and success criterion. Each action item must include: - Specific task - Owner - Due date - Expected result - Escalation point if blocked
• Close the session and schedule follow-up
  The manager summarizes the key decisions, confirms the next meeting date, and restates the highest-priority follow-up items.
• Document the coaching record
  The manager saves the coaching notes in the approved system of record and updates any linked CRM or performance records. Document: - Date of session - Topics covered - Key risks and decisions - Skill coaching provided - Development goals - Action items and due dates