The Five-Phase Coaching Process

Coaching fails when it stays conversational. This paper sets out the five-phase structure Sagatica uses to convert insight into observable change in the business.

Phase 1 — Define

Establish the outcome in the language of the business, not the language of development. If it cannot be recognised by a colleague, it is not yet defined.

Phase 2 — Discover

Surface the patterns, beliefs and reactions currently producing the result. Discovery is diagnostic, not therapeutic.

Phase 3 — Develop

Build the specific capability the outcome requires, in the conditions where it will actually be used.

Phase 4 — Deploy

Put the capability to work against live stakes, with a feedback loop tight enough to correct in days rather than quarters.

Phase 5 — Debrief

Your potential is there. We coach it out.

Consolidate what held, name what did not, and reset the next definition. The loop is the point.