Most sales teams are drowning in coaching activity but starving for coaching results. Your managers are busy. Ride-alongs happen. Feedback gets given. But six months later, the same reps struggle with the same skills, and you're left wondering "Are we actually getting better, or just going through the motions?"
Evidence-Based Coaching™ (EBC) answers that question with data, not hope.
The Real Problem: Good Intentions, Zero Impact
Here's what we learned after analyzing thousands of field coaching conversations: 90% of coaching programs fail not because managers don't care, but because they can't see what works.
Without clear standards, coaching becomes opinion-sharing. Without measurement, improvement becomes wishful thinking. Without systems, good habits die the moment priorities shift.
Sound familiar?
How EBC Changes Everything
Evidence-Based Coaching transforms coaching from a calendar event into a growth engine. Here's how:
1. Learn What Actually Works
Our blended learning platform doesn't just teach coaching techniques, it teaches your coaching techniques. Managers learn to identify and develop the specific skills that drive results in your market, with your products, against your competition.
2. Apply Four Research-Backed Coaching Best Practices
Our research identified exactly what separates high-impact coaching from busy work: coaching to strategy-critical skills, setting clear skill development goals, measuring coaching quality through our BASICS framework, and engaging team members throughout the entire coaching cycle. No more wondering if your approach works; you'll have a proven playbook that covers every angle.
3. Build Systems That Stick
We embed coaching into your operating rhythm. Plan → Observe → Coach → Follow-up becomes automatic, not optional. When coaching lives in the cadence, it survives leadership changes, territory shifts, and busy quarters.
4. Measure What Matters
Track intermediate KPIs that actually predict revenue: skill adoption rates, access improvements, message consistency, follow-through quality.
Finally, you can show coaching ROI with numbers, not stories.
5. Scale Across Every Level
First-line managers get the tools. Second-line leaders get the oversight. Senior leadership gets visibility. When everyone speaks the same coaching language, culture change becomes inevitable.
What Changes Immediately
Week 1: Managers stop giving generic feedback and start diagnosing specific skills.
Month 1: Ride-alongs have clear objectives tied to strategic priorities. Reps know exactly what to practice and how they'll be measured.
Quarter 1: Team meetings include skill debriefs. "Access challenges" become coaching opportunities. Momentum survives travel schedules through systematic follow-up.
Quarter 2: Your coaching quality scores predict performance outcomes. You can course-correct before results suffer, not after.
You'll Know It's Working When...
- Your FLMs can name the top two skills driving strategy this quarter (and so can their reps)
- Field Coaching Reports read like playbooks, not diaries
- Team meetings focus on skill development, not just pipeline updates
- Follow-ups happen consistently, regardless of travel schedules
Stop Hoping. Start Measuring. Start Growing.
Ready to turn coaching from a cost center into a competitive advantage?
Download our comprehensive guide: Coaching for Impact: Best Practices That Deliver Measurable Results.
It expands on everything covered here, walks you through implementing coaching quality measurement in your organization, and provides a clear framework for linking coaching behaviors to business outcomes.
Because the best sales teams don't just coach more, they coach more effectively.
