Coaching Cadence Audit (Retention)

Coaching Cadence Audit (Retention)

1. 01

   Map the current coaching workflow against the client's sales motion

   Identify which stages of the pipeline rely on manager feedback and where coaching interventions currently occur. This baseline reveals gaps between the client's stated process and the actual rhythm.

2. 02

   Quantify coaching frequency and its correlation with close rates

   Pull data from the conversation intelligence platform, such as Avoma or Gong, to measure how often reps receive feedback and whether that frequency tracks with win rates. A simple scatter plot can expose whether coaching is actually moving the needle.

3. 03

   Assess whether coaching insights are being acted upon

   Review a sample of recorded calls to see if managers reference specific data points from previous sessions. If the same mistakes recur across multiple reviews, the coaching loop is broken.

4. 04

   Check for alignment between coaching topics and client revenue goals

   Compare the skills being coached (e.g., objection handling, discovery questions) against the client's stated growth targets. Mismatches here mean the coaching effort is not contributing to the retainer's value.

5. 05

   Evaluate the scalability of the current coaching model

   Determine whether the client's coaching depends on a single senior rep or manager. If so, flag the risk and propose a structured playbook that can be replicated across the team.

6. 06

   Identify quick wins for immediate coaching improvements

   Select one or two high-impact changes, such as introducing a weekly pipeline review using a tool like Ambition or implementing a role-play session with Hyperbound, that can be implemented within the next sprint.

7. 07

   Document the audit findings and present a retention-focused action plan

   Create a one-page summary that ties coaching gaps to revenue risk and outlines a 30-day improvement roadmap. This positions your agency as a strategic partner rather than a vendor.