Coaching Conversation Observation Checklist
A practical, behaviour-focused checklist to help managers observe coaching conversations and give specific, actionable feedback.
This tool was created to reinforce a coaching framework in practice. It guides observers to focus on the structure and content of the conversation, and supports managers to reflect on what worked well and what they might do differently in future discussions.
Observation Checklist Instructions
Use this checklist to observe a coaching conversation and provide specific feedback.
Focus on the structure and content of the conversation, not acting ability, eye contact, or speaking style.
Instructions for observers
- Read through the criteria before the role‑play begins.
- During the conversation, note examples that relate to each criterion.
- After the conversation, mark whether each behaviour was clearly demonstrated, partially demonstrated, or not yet evident.
- Write at least one comment that highlights what worked well and, if helpful, one suggestion for next time.
| Criterion | Clearly demonstrated | Partially | Not yet evident | Comments |
|---|---|---|---|---|
| Clarifies the purpose of the conversation at the start. | □ | □ | □ | |
| Uses open, non‑leading questions to explore the employee’s perspective. | □ | □ | □ | |
| Reflects or summarizes what the employee has said to check understanding. | □ | □ | □ | |
| Provides specific, behaviour‑focused feedback (not just labels like “good” or “bad”). | □ | □ | □ | |
| Co‑creates at least one concrete next step with the employee. | □ | □ | □ | |
| Agrees how and when they will follow up on the next step. | □ | □ | □ |
* Keep in mind how your presence will impact the coaching conversations being observed, including all verbal and non-verbal actions between the participants.
Manager reflection (optional)
After you play the manager role, you may wish to reflect on these questions:
- What part of the framework felt most natural to you?
- What would you do differently in your next coaching conversation?