Feedback & Coaching 1:1 Template

The feedback and coaching 1:1 template helps you deliver feedback that actually changes behavior. The difference between feedback that lands and feedback that wounds is structure, specifics, and a genuine shift from telling to coaching.

When to use it

Use it whenever you need to address a specific behavior or coach someone through a challenge, ideally close to the event so the example is fresh. Small, timely feedback conversations prevent the need for big, painful ones later.

Who attends

The manager and the direct report, in private. Come with a specific example and a clear sense of the impact. Lead with the intent to help them grow, which sets the tone for everything that follows.

How to run it

State the purpose, then give specific feedback by describing the behavior and its impact rather than labeling the person. Pause and genuinely hear their side. Then switch from telling to asking, coaching them to their own solution so they own the change. Close by confirming the commitment and your support.

Questions to ask

• How do you see this situation?
• What do you think led to this outcome?
• What would you do differently next time?
• What options do you see for handling it?
• What support do you need from me?
• How will we know it is working?

Common mistakes

• Giving vague feedback with no specific example or impact.
• Attacking the person instead of describing the behavior.
• Lecturing the whole time instead of coaching to a solution.
• Saving up feedback for a review instead of addressing it in the moment.

Make feedback a habit, not an event. Run it in OrgTP and follow through on every coaching commitment.