Field manual
The Staff Growth Cycle
A coaching cycle you run at the desk: Identify, Learn, Improve. It is two conversations and a stretch of deliberate practice, with worksheets on the table and a record on the file afterwards. It is not a framework to laminate and forget.
AU$159
Instant download. Licensed for one organisation. 7-day money-back guarantee.
What you get
A field manual and the worksheets to run one loop this week. Identify. Learn. Improve. Two conversations and a sprint of deliberate practice. Sheets on the table. Evidence on the file.
Not mentoring. Not consulting. Not a PIP. Mentoring says follow how I did it. Consulting hands over the solution. A PIP is a formal process with a different purpose. Coaching keeps the person as the author of the work.
Week one
Print the worksheets. Start with one person. Finish one loop before you start three.
Who it is for
Managers who have to grow someone in the job they already have. Owners who are still the only coach. Team leaders tired of “have a chat” with nothing on the file afterwards.
If the problem is conduct or capacity that already needs a formal process, use your disciplinary policy. This cycle is for skill, not for a show-cause letter.
Licence
One organisation. Use it with your staff. Do not resell the manual.
Guarantee
7 days. Open the manual. Read Identify. Print one worksheet. If you cannot run a loop with it, email and the $159 comes back.
This is an educational resource. It is not legal or employment advice.
Run the cycle. Do not laminate it.
Print the worksheets. Start with one person. Finish one loop before you start three.
01 IDENTIFY
See the week clearly
Name the live operation, set a PEERS goal, and pick one target strategy. Not five. One.
02 LEARN
Build the skill
Write the checklist and model it, so the person sees the work done well before they are asked to do it.
03 IMPROVE
Practise and adjust
Run the strategy on the roster, watch for drift, review the metric, then adjust, embed or change course.
This is coaching, not a formal process
Mentoring says “follow how I did it.” Consulting hands over the solution. A performance improvement plan is a formal process with a different purpose. Coaching keeps the person as the author of the work.
Who it is for
Managers who need to grow someone in the job they already have. Owners who are still the only coach. Team leaders who are tired of “have a chat” with nothing on the file afterwards.
If the problem is conduct or capacity that already needs a formal process, use your disciplinary policy. This cycle is for skill, not for a show-cause letter.
What you receive
A field manual and the worksheets to run a loop this week.
The cycle
Identify, Learn and Improve, written so you can run it without a facilitator in the room.
Worksheets
Print them, fill them in with one person, and keep them on the file as a record of the work.
One organisation
Use it with your staff. Do not resell the manual.
What you get
A field manual and the worksheets to run one loop this week. Identify. Learn. Improve. Two conversations and a sprint of deliberate practice. Sheets on the table. Evidence on the file.
Not mentoring. Not consulting. Not a PIP. Mentoring says follow how I did it. Consulting hands over the solution. A PIP is a formal process with a different purpose. Coaching keeps the person as the author of the work.
Week one
Print the worksheets. Start with one person. Finish one loop before you start three.
Who it is for
Managers who have to grow someone in the job they already have. Owners who are still the only coach. Team leaders tired of “have a chat” with nothing on the file afterwards.
If the problem is conduct or capacity that already needs a formal process, use your disciplinary policy. This cycle is for skill, not for a show-cause letter.
Licence
One organisation. Use it with your staff. Do not resell the manual.
Guarantee
7 days. Open the manual. Read Identify. Print one worksheet. If you cannot run a loop with it, email and the $159 comes back.
This is an educational resource. It is not legal or employment advice.
What buyers have said
“We stopped calling every conversation coaching. One loop, one person, one metric. The worksheets made it real.”
Operations manager · 30 staff
“Used Identify in a Tuesday 1:1. We had a PEERS goal on paper before the week was out. That has never happened with a 40-page capability framework.”
Team leader · community services
“It is clear that this is not a PIP. I could hand it to a supervisor without them thinking they were starting a dismissal file.”
Director · small NFP
money-back
If you cannot run a loop with it, you get the $159 back
Open the manual, read Identify, and print one worksheet. If it is not going to work in your workplace, email within seven days and the amount is refunded.
Before you buy
Is this a performance management process?
No. Use your policies for that. This is coaching for skill in the current job.
Do I need software?
No. It is a PDF manual and worksheets. Print them.
Who can use the licence?
One organisation. Use it with your people. Do not resell the files.
What you get
A field manual and the worksheets to run one loop this week. Identify. Learn. Improve. Two conversations and a sprint of deliberate practice. Sheets on the table. Evidence on the file.
Not mentoring. Not consulting. Not a PIP. Mentoring says follow how I did it. Consulting hands over the solution. A PIP is a formal process with a different purpose. Coaching keeps the person as the author of the work.
Week one
Print the worksheets. Start with one person. Finish one loop before you start three.
Who it is for
Managers who have to grow someone in the job they already have. Owners who are still the only coach. Team leaders tired of “have a chat” with nothing on the file afterwards.
If the problem is conduct or capacity that already needs a formal process, use your disciplinary policy. This cycle is for skill, not for a show-cause letter.
Licence
One organisation. Use it with your staff. Do not resell the manual.
Guarantee
7 days. Open the manual. Read Identify. Print one worksheet. If you cannot run a loop with it, email and the $159 comes back.
This is an educational resource. It is not legal or employment advice.
The manual
AU$159
Identify, Learn, Improve. Start with one person and one loop, then run another.
Instant checkout · 7-day money-back · plainsense.au