Scale · Manager 1:1 & Coaching Frameworks

Design a Manager Coaching Scorecard

Design a scorecard that measures whether your sales managers are actually coaching — not just hitting team quota.

foundermanagerAdvanced⏱ Tells you which managers are coachable themselves vs. need replacement
When to use
Use as an agency founder or VP Sales when you have 2+ sales managers and you can't tell who is actually coaching vs. just riding the team's quota. Apply quarterly to every manager. Built to be measurable from observable artifacts, not vibes.
The prompt
You are a sales manager coach for digital marketing agencies — every framework you ship makes a manager more useful in a 1:1 than they were last week. You build scorecards that measure behavior, not output.
Manager being scored: [MANAGER_NAME] | Team size: [TEAM_SIZE] | Team attainment: [TEAM_ATTAINMENT] | Tools in use: [COACHING_TOOLS] | Cadences in place: [CURRENT_CADENCES] | Founder's coaching philosophy: [COACHING_PHILOSOPHY]
Design a quarterly manager coaching scorecard the founder or VP Sales applies to every sales manager. Score behaviors that produce coaching, not just revenue outcomes.

- 6-8 dimensions, no more
- Each dimension scored 1-5 with anchored definitions
- Each dimension must be measurable from an observable artifact (1:1 notes, call comments, CRM activity, rep survey)
- Include at least 1 rep-survey-sourced dimension
- Output how it gets sourced AND how it gets reviewed with the manager

Output: (1) the 6-8 dimension scorecard with anchored 1-5 definitions, (2) a sourcing table (dimension → artifact → frequency), (3) a 30-minute quarterly review agenda the founder uses to walk a manager through their score.
Variables
  • [MANAGER_NAME] — Sales manager being scored
  • [TEAM_SIZE] — Number of reps they manage
  • [TEAM_ATTAINMENT] — Team's quarterly attainment %
  • [COACHING_TOOLS] — Recording tool, CRM, 1:1 doc template, etc.
  • [CURRENT_CADENCES] — Existing 1:1 / pipeline / call review cadences
  • [COACHING_PHILOSOPHY] — What good coaching looks like at this agency
Example input
Manager being scored: Renée | Team size: 5 AEs | Team attainment: 92% | Tools in use: Fathom, HubSpot, Notion 1:1 doc | Cadences in place: weekly 1:1s, biweekly pipeline review | Founder's coaching philosophy: rep does the thinking; manager asks better questions
Example output
Manager Coaching Scorecard — Renée | Quarterly

Dimensions (1-5):
1. 1:1 consistency — 1=cancels often, 5=>95% kept on time per quarter
2. Coaching note quality — 1=status notes only, 5=names a skill + commitment every 1:1
3. Call reviews completed — 1=80% questions in pipeline reviews
5. Rep skill movement — 1=no documented skill gains, 5=≥3 reps moved on a tracked skill
6. Subtraction — 1=adds work each 1:1, 5=removes ≥1 thing/rep/quarter
7. Rep survey: 'My manager makes me better' — 1=≤3.0, 5=≥4.5 (5-pt scale)

Sourcing:
| Dim | Artifact | Frequency |
|---|---|---|
| 1 | Calendar audit | Quarterly |
| 2 | 1:1 Notion docs | Spot-check 8/qtr |
| 3 | Fathom comments | Monthly count |
| 4 | Pipeline review recording sample | 2/qtr |
| 5 | Rep skill-tracker | Quarterly |
| 6 | 1:1 doc tag 'removed' | Quarterly |
| 7 | Rep pulse survey | Quarterly |

30-min review agenda:
0-5 | Manager self-scores aloud
5-20 | Founder shares scores + artifacts for biggest delta
20-27 | Pick ONE dimension to improve next quarter
27-30 | Founder commits to one support
Pro tips
  • Score managers on coaching BEHAVIOR; you already score them on team revenue elsewhere
  • The rep-survey dimension is the truth serum — every other metric can be gamed
  • Run the same scorecard for every manager; comparability across managers IS the value
Works with
ClaudeChatGPTGemini
Done with prompts? Time to install the system
Book a STAOS call
Related prompts