Corrective Coaching & Leader Capability

What needed to change.

A growing organization needed a consistent way to address performance and conduct concerns, but leaders also needed a practical method for having difficult conversations. An overly complicated process would not improve consistency if managers could not use it confidently in real situations.

What I did.

• Owned the work from policy design through implementation and leader training.
• Created a Progressive Corrective Coaching policy focused on correction and improvement.
• Developed a five-part coaching framework for manager conversations.
• Integrated the Situation–Behavior–Impact (SBI) feedback method.
• Built a documentation/conversation tool to capture observable behavior, impact, employee perspective, commitments, and expectations.
• Personally delivered training to more than 120 leaders.

Built for practical use.

The final approach paired formal policy with a simple coaching structure leaders could remember and use. It shifted the focus from punishment alone toward specific behavior, business impact, employee perspective, and clear expectations for improvement.