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name: coaching-plan description: > 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". argument-hint: "[person's role and development goals]" user-invocable: true

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

## 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