Senior Director of Coaching
Job DetailsJob Location: Remote CA - Carlsbad, CA 92011Salary Range: $120,000.00 - $140,000.00 SalaryMission Alignment
At Buffini & Company, our mission is to impact and improve the lives of people. Our coaching organization is central to that mission, directly influencing client outcomes, retention, and long-term business growth.
The Senior Director of Coaching plays a critical role in ensuring the coaching organization operates as a consistent, scalable, and high-performing system. By leading the core functions that drive execution, coach development, and operational consistency, this role ensures coaching standards translate into measurable client and business results.
Role Summary
The Senior Director of Coaching is responsible for owning the execution, performance, and operational effectiveness of the coaching organization. This role is accountable for ensuring the coaching system performs as designed, with clear alignment between strategy, execution, coach capability, and measurable client outcomes.
The Senior Director leads the core infrastructure of the coaching system, including Coaching Operations, Coach Development, and REALStrengths Profiling, to ensure coaching is delivered consistently, effectively, and at scale.
This role partners closely with the SVP of Coaching, who directly leads Team Leaders, to ensure alignment between coaching strategy, team leadership, and system execution. It also partners closely with the Director of Coach Development to ensure coaches are not only capable, but consistently executing at a high level within a well-run system.
This role serves as the connective layer between coaching strategy and execution, ensuring that systems, processes, leadership, and technology work together to deliver consistent coaching performance, measurable client outcomes, and scalable business growth. It is responsible for ensuring the coaching system is supported by scalable digital infrastructure, automation, and AI-enabled tools, with clear ownership of defining coaching system requirements and outcomes, in close partnership with technology and product teams responsible for delivery. This role ensures that coaching execution is system-enabled, supported by integrated workflows, automation, and technology, rather than reliant on individual effort, memory, or manual processes.
Leadership & Team Oversight
The Senior Director of Coaching directly leads and develops:
Director of Coaching Operations
Director of Coach Development
REALStrengths Profilers
This role drives alignment across these functions to support:
Coaching execution
Coach development and performance
Consistent application of strengths-based methodologies
The Senior Director holds direct reports accountable for performance, outcomes, and alignment with coaching system standards, while driving clarity of roles, accountability, and expectations.
This role ensures these functions operate as an integrated, high-performing system, not siloed departments.
Scope of Ownership
Owns:
End-to-end coaching system execution and performance
Coaching Operations, Coach Development, and REALStrengths Profiling functions
Influences:
Team Leader execution and consistency (in close partnership with the SVP of Coaching)
Accountable for:
Alignment between coaching strategy, coach capability, execution, and measurable client outcomes
Key Responsibilities
Coaching System Execution & Performance Ownership
Own and drive the day-to-day execution of the coaching operating system across all teams
Drive consistent adoption and execution of coaching frameworks, standards, and methodologies
Align coaching behaviors with defined scorecards, performance metrics, and client outcomes
Identify breakdowns in execution, consistency, or results and implement solutions that improve system effectiveness and scalability
Own system performance across the organization, ensuring coaching operates as designed
Functional Leadership & Integration
Lead and develop the Director of Coaching Operations, Director of Coach Development, and REALStrengths Profilers
Drive alignment across these functions through clear roles, shared priorities, and integrated accountability
Drive performance and consistency across all direct-report functions
Eliminate silos and ensure these departments collectively support a high-performing coaching organization
Coaching Operations & Infrastructure
Partner with coaching operations to ensure systems, tools, workflows, reporting, and documentation standards are executed consistently and accurately
Translate coaching standards and playbooks into clear, repeatable workflows and operational practices
Simplify processes and reduce operational friction that limits coaching effectiveness or scalability
Ensure operational infrastructure supports both coach experience and measurable client outcomes
Ensure operational infrastructure and supporting systems are aligned to coaching system design, not developed independently of coaching requirements
Coach Capability & Development Alignment
Partner closely with the Director of Coach Development to align coach development efforts with system needs, performance expectations, and measurable outcomes
Ensure coach development, training effectiveness, and coaching quality improvement remain tightly connected to business performance
Identify gaps between system design, coach capability, and execution, and drive alignment across the coaching organization
Ensure REALStrengths is consistently and effectively integrated across coaching delivery, training, and client experience
Digital Enablement, Automation & AI Integration
Own the definition and prioritization of digital infrastructure, automation, and AI requirements needed to scale the coaching system
Translate coaching workflows, performance gaps, and operational friction into clear, actionable system requirements for technology and product teams
Drive the reduction of manual coach workload through automation, system integration, and AI-enabled tools
Ensure coaching systems, CRM, and digital tools function as a unified ecosystem that supports coaching execution and client experience
Identify opportunities to embed AI into coaching workflows, including pre-session preparation, in-session prompts, post-session documentation, churn detection, and follow-up automation
Ensure digital solutions are aligned to coaching behavior, performance visibility, and client outcomes, not just system functionality or efficiency
Hold cross-functional partners accountable for delivering solutions that meet defined coaching system requirements and performance needs
Cross-Functional Alignment & Continuous Improvement
Partner with Curriculum, Product, Customer Success, Operations, and other key stakeholders to ensure the coaching system is supported across tools, training, and client experience
Represent coaching needs in cross-functional initiatives and ensure decisions align with system performance and coaching effectiveness
Continuously evaluate the coaching operating system to identify inefficiencies, inconsistencies, and opportunities for improvement
Drive improvements that increase scalability, consistency, and measurable client and business outcomes
Drive clarity of ownership between coaching, product, and technology teams to ensure efficient execution and avoid duplication or misalignment
Standards of Performance
The Senior Director of Coaching is expected to:
Own overall coaching system performance, ensuring consistency, scalability, and measurable outcomes across the organization
Ensure coaching execution is supported by scalable, automated, and integrated systems, not manual or memory-dependent processes
Maintain alignment between coaching standards, coach behaviors, and measurable client outcomes
Drive accountability through visibility, performance management, and operational discipline
Ensure direct-report functions operate in alignment and contribute to overall system performance
Identify and close gaps between strategy, execution, coach capability, and client experience
Lead with a balance of operational rigor, cross-functional collaboration, and results-oriented accountability
Ensure that technology, automation, and AI investments directly support coaching execution, performance visibility, and client outcomes, not parallel or disconnected systems
Performance in this role is defined by the consistency and scalability of execution, not isolated wins or individual heroics.
Success Metrics
This role is accountable for overall coaching system performance across five key areas:
1. Coaching Organization Performance
Client retention
Client engagement
Referral generation
Overall coaching program performance
2. Coaching Execution & Consistency
Consistent adoption of coaching standards, frameworks, and methodologies
Reduction in execution variability across teams
Alignment between coaching behaviors, scorecards, and performance expectations
3. Functional Leadership Effectiveness
Performance and alignment of Coaching Operations, Coach Development, and REALStrengths Profiling functions
Clear accountability and integration across direct-report areas
Reduction in gaps between system design, coach capability, and execution
4. System Performance & Scalability
Operational reliability and workflow efficiency
Reduction in friction across coaching systems and processes
Ability to scale coaching delivery without loss of quality or consistency
Direct contribution to measurable client and business outcomes
Ensure continuous alignment between coaching system design and supporting digital infrastructure, automation, and AI capabilities
5. Digital & System Enablement
Reduction in manual coaching workload
Adoption and consistent use of coaching systems and tools aligned to defined coaching workflows and behaviors
Improvement in coaching workflow efficiency
Increased visibility into coaching performance and client journey
Measurable impact of automation and AI on coaching effectiveness and scalability
Alignment between coaching system requirements and delivered technology capabilities
Work Environment & Culture
Fully remote role with expected travel for company events, coach intensives, and leadership summits
Must model Buffini & Companyâs core values:
Live What We Teach: Demonstrates disciplined execution and alignment with coaching systems
Practice Servant Leadership: Develops leaders while maintaining accountability for results
Excellence Is Our Minimum Standard: Ensures consistent, high-quality coaching delivery across the organization
The Buffini Difference
Joining Buffini & Company means being part of a values-driven culture rooted in service, excellence, and growth.
The Senior Director of Coaching is more than an operational leader, it is a system performance role responsible for ensuring coaching is executed consistently, developed intentionally, and scaled effectively across the organization.
This role ensures that coach capability, operational execution, and strengths-based methodology work together to produce measurable client outcomes and scalable business growth.
Senior Director of Coaching Scorecard
Purpose Statement
This scorecard defines and measures the Senior Director of Coachingâs accountability for ensuring the coaching organization operates as a consistent, scalable system where coach behavior, client experience, and business outcomes are aligned and improving over time.
COACHING ORGANIZATION PERFORMANCE & CLIENT HEALTH (30%)
Client Retention
3-6 month rolling retention trend across all coaching segments (LC & O2O)
Member Health Distribution (% Green/Yellow/Red)
% of unmanaged Yellow/Red clients
Consistency of churn risk identification and intervention across teams
Recovery Rate: Yellow/Red clients > Green movement
Alignment between coach scorecard performance and retention outcomes
Target:
Retention meets/exceeds benchmark
Increasing % of Green clients
Decreasing unmanaged risk
Clear behavior > outcome alignment
Client Engagement (Behavior-Based)
% of clients consistently engaged in defined coaching behaviors:
Coaching calls
CRM usage
Buffini ecosystem (events, groups, etc.)
Engagement consistency across coach portfolios (not pockets of success)
Coach-driven engagement behaviors (tracked in scorecard)
Target:
Greater than defined engagement threshold
Reduced variability across coaches
Engagement driven by coaching behavior, not client personality
Referral Generation (System Output)
Measured by:
Referrals per client / per coach
% of clients actively participating in referral system
Coach consistency in asking for and reinforcing referrals
Alignment between Working by Referral behaviors and outcomes
Consistency of referral conversations and reinforcement across coaching sessions
Target:
Meets defined referral KPI
Consistent coach-driven referral behavior
No reliance on ânatural referrersâ
COACHING EXECUTION & CONSISTENCY (25%)
Coaching Framework Adherence
% of observed sessions following:
Coaching structure
ISS usage
Accountability flow
REALStrengths integration consistency
Target: Greater than or Equal to 90% adherence
Coaching Behavior Consistency
Alignment between:
Call structure
Follow-up
CRM usage
Accountability conversations
Reduction in âfreestyle coachingâ
Target: Consistent execution across Greater than or Equal to 90% of coaches
Scorecard Integrity & Alignment
Coach scorecards accurately reflect behavior
No disconnect between:
Scorecard ratings
Observed coaching behavior
Clear alignment between scorecard ratings, observed coaching behavior, and client outcomes
Target: High fidelity across all teams
Execution Variability Reduction
Performance standard deviation across:
O2O Coaches
Leadership Coaches
Team Leaders
Target: Reduced variability across teams, with consistent performance expectations met organization-wide
COACH PERFORMANCE LIFT (20%)
Coaching Quality Improvement
Aggregate coaching quality score trend
Improvement across:
Bottom performers
Mid-tier consistency
Consistency of coaching quality across the organization (not isolated improvement)
Target: Measurable upward trend
Coach Scorecard Movement
% of coaches moving:
Survival to Stability
Stability to Success
Success to Significance
Reduction in low performers
Target: Upward distribution shift
Underperformance Recovery Rate
% of low-performing coaches improving within timeframe
Effectiveness of development interventions
Year 1 Target: Greater than or equal to 20% of underperforming coaches demonstrate sustained improvement
Team Leader Effectiveness
Consistency of coach performance across teams
Alignment in how Team Leaders enforce standards
Target: Consistent performance standards enforced across all teams, with no material gaps between Team Leaders
OPERATIONAL & SYSTEM RELIABILITY (15%)
Workflow Efficiency
Reduction in redundant processes
Speed and ease of coaching workflows
Alignment between operational processes and coaching system requirements
Operational Friction Reduction
Coach-reported friction points
Time spent on non-coaching activities
Data Integrity & Visibility
CRM accuracy
Scorecard reliability
Reporting clarity
System Reliability
Consistency of:
Processes
Tools
Expectations
Target (for all): Measurable improvement over time
DIGITAL ENABLEMENT & SCALABILITY (10%)
Automation Impact
Reduction in manual coach workload
Automation of:
Pre-session prep
Follow-up
Documentation
System Adoption
% adoption of:
CRM
Coaching tools
AI-enabled workflows
Target: Greater than or equal to 85-90%
AI Integration Effectiveness
AI used for:
Churn detection
Coaching prompts
Performance insights
Demonstrated, measurable improvement in coaching efficiency, consistency, and client outcomes
Coaching Visibility
Ability to see:
Client journey
Coach performance
Risk patterns
Target: Full visibility across system
SCORING MODEL
Client-impacting categories (Coach Performance Improvement and Coach Engagement) carry the greatest weight and must meet minimum performance thresholds regardless of overall score.
Coach Performance Improvement metrics must demonstrate a positive trend over time to meet expectations in this role.
Each metric is scored:
1 = Below Standard
2 = Meets Standard
3 = Exceeds Standard
Weighted to total score:
90â100 = Top Performer
80â89 = Strong Performer
70â79 = Needs Improvement
less than 70 = At Risk
Non-Negotiable Performance Requirements
The following categories must meet minimum thresholds regardless of total score:
Coaching Organization Performance & Client Health
Coaching Execution & Consistency
Coach Performance Lift
Additionally:
Performance must demonstrate consistent positive trends over time, not isolated results
Digital Enablement & Scalability must show measurable progress quarter-over-quarter
QualificationsQualifications & Competencies
8+ years of experience in coaching, leadership, operations, performance management, or organizational development
Proven experience leading multi-function teams and driving performance in a scalable environment
Strong understanding of coaching systems, performance metrics, operational execution, and leadership accountability
Demonstrated ability to translate strategy into clear execution, systems, and measurable outcomes
High level of ownership, accountability, and results orientation
Strong systems thinking with the ability to identify and solve patterns across people, process, performance, and client experience
Excellent leadership, communication, facilitation, and cross-functional collaboration skills
Experience in a coaching, service, training, or high-accountability performance environment preferred
REALStrengths knowledge and Buffini coaching experience strongly preferred
Apply To This Job
At Buffini & Company, our mission is to impact and improve the lives of people. Our coaching organization is central to that mission, directly influencing client outcomes, retention, and long-term business growth.
The Senior Director of Coaching plays a critical role in ensuring the coaching organization operates as a consistent, scalable, and high-performing system. By leading the core functions that drive execution, coach development, and operational consistency, this role ensures coaching standards translate into measurable client and business results.
Role Summary
The Senior Director of Coaching is responsible for owning the execution, performance, and operational effectiveness of the coaching organization. This role is accountable for ensuring the coaching system performs as designed, with clear alignment between strategy, execution, coach capability, and measurable client outcomes.
The Senior Director leads the core infrastructure of the coaching system, including Coaching Operations, Coach Development, and REALStrengths Profiling, to ensure coaching is delivered consistently, effectively, and at scale.
This role partners closely with the SVP of Coaching, who directly leads Team Leaders, to ensure alignment between coaching strategy, team leadership, and system execution. It also partners closely with the Director of Coach Development to ensure coaches are not only capable, but consistently executing at a high level within a well-run system.
This role serves as the connective layer between coaching strategy and execution, ensuring that systems, processes, leadership, and technology work together to deliver consistent coaching performance, measurable client outcomes, and scalable business growth. It is responsible for ensuring the coaching system is supported by scalable digital infrastructure, automation, and AI-enabled tools, with clear ownership of defining coaching system requirements and outcomes, in close partnership with technology and product teams responsible for delivery. This role ensures that coaching execution is system-enabled, supported by integrated workflows, automation, and technology, rather than reliant on individual effort, memory, or manual processes.
Leadership & Team Oversight
The Senior Director of Coaching directly leads and develops:
Director of Coaching Operations
Director of Coach Development
REALStrengths Profilers
This role drives alignment across these functions to support:
Coaching execution
Coach development and performance
Consistent application of strengths-based methodologies
The Senior Director holds direct reports accountable for performance, outcomes, and alignment with coaching system standards, while driving clarity of roles, accountability, and expectations.
This role ensures these functions operate as an integrated, high-performing system, not siloed departments.
Scope of Ownership
Owns:
End-to-end coaching system execution and performance
Coaching Operations, Coach Development, and REALStrengths Profiling functions
Influences:
Team Leader execution and consistency (in close partnership with the SVP of Coaching)
Accountable for:
Alignment between coaching strategy, coach capability, execution, and measurable client outcomes
Key Responsibilities
Coaching System Execution & Performance Ownership
Own and drive the day-to-day execution of the coaching operating system across all teams
Drive consistent adoption and execution of coaching frameworks, standards, and methodologies
Align coaching behaviors with defined scorecards, performance metrics, and client outcomes
Identify breakdowns in execution, consistency, or results and implement solutions that improve system effectiveness and scalability
Own system performance across the organization, ensuring coaching operates as designed
Functional Leadership & Integration
Lead and develop the Director of Coaching Operations, Director of Coach Development, and REALStrengths Profilers
Drive alignment across these functions through clear roles, shared priorities, and integrated accountability
Drive performance and consistency across all direct-report functions
Eliminate silos and ensure these departments collectively support a high-performing coaching organization
Coaching Operations & Infrastructure
Partner with coaching operations to ensure systems, tools, workflows, reporting, and documentation standards are executed consistently and accurately
Translate coaching standards and playbooks into clear, repeatable workflows and operational practices
Simplify processes and reduce operational friction that limits coaching effectiveness or scalability
Ensure operational infrastructure supports both coach experience and measurable client outcomes
Ensure operational infrastructure and supporting systems are aligned to coaching system design, not developed independently of coaching requirements
Coach Capability & Development Alignment
Partner closely with the Director of Coach Development to align coach development efforts with system needs, performance expectations, and measurable outcomes
Ensure coach development, training effectiveness, and coaching quality improvement remain tightly connected to business performance
Identify gaps between system design, coach capability, and execution, and drive alignment across the coaching organization
Ensure REALStrengths is consistently and effectively integrated across coaching delivery, training, and client experience
Digital Enablement, Automation & AI Integration
Own the definition and prioritization of digital infrastructure, automation, and AI requirements needed to scale the coaching system
Translate coaching workflows, performance gaps, and operational friction into clear, actionable system requirements for technology and product teams
Drive the reduction of manual coach workload through automation, system integration, and AI-enabled tools
Ensure coaching systems, CRM, and digital tools function as a unified ecosystem that supports coaching execution and client experience
Identify opportunities to embed AI into coaching workflows, including pre-session preparation, in-session prompts, post-session documentation, churn detection, and follow-up automation
Ensure digital solutions are aligned to coaching behavior, performance visibility, and client outcomes, not just system functionality or efficiency
Hold cross-functional partners accountable for delivering solutions that meet defined coaching system requirements and performance needs
Cross-Functional Alignment & Continuous Improvement
Partner with Curriculum, Product, Customer Success, Operations, and other key stakeholders to ensure the coaching system is supported across tools, training, and client experience
Represent coaching needs in cross-functional initiatives and ensure decisions align with system performance and coaching effectiveness
Continuously evaluate the coaching operating system to identify inefficiencies, inconsistencies, and opportunities for improvement
Drive improvements that increase scalability, consistency, and measurable client and business outcomes
Drive clarity of ownership between coaching, product, and technology teams to ensure efficient execution and avoid duplication or misalignment
Standards of Performance
The Senior Director of Coaching is expected to:
Own overall coaching system performance, ensuring consistency, scalability, and measurable outcomes across the organization
Ensure coaching execution is supported by scalable, automated, and integrated systems, not manual or memory-dependent processes
Maintain alignment between coaching standards, coach behaviors, and measurable client outcomes
Drive accountability through visibility, performance management, and operational discipline
Ensure direct-report functions operate in alignment and contribute to overall system performance
Identify and close gaps between strategy, execution, coach capability, and client experience
Lead with a balance of operational rigor, cross-functional collaboration, and results-oriented accountability
Ensure that technology, automation, and AI investments directly support coaching execution, performance visibility, and client outcomes, not parallel or disconnected systems
Performance in this role is defined by the consistency and scalability of execution, not isolated wins or individual heroics.
Success Metrics
This role is accountable for overall coaching system performance across five key areas:
1. Coaching Organization Performance
Client retention
Client engagement
Referral generation
Overall coaching program performance
2. Coaching Execution & Consistency
Consistent adoption of coaching standards, frameworks, and methodologies
Reduction in execution variability across teams
Alignment between coaching behaviors, scorecards, and performance expectations
3. Functional Leadership Effectiveness
Performance and alignment of Coaching Operations, Coach Development, and REALStrengths Profiling functions
Clear accountability and integration across direct-report areas
Reduction in gaps between system design, coach capability, and execution
4. System Performance & Scalability
Operational reliability and workflow efficiency
Reduction in friction across coaching systems and processes
Ability to scale coaching delivery without loss of quality or consistency
Direct contribution to measurable client and business outcomes
Ensure continuous alignment between coaching system design and supporting digital infrastructure, automation, and AI capabilities
5. Digital & System Enablement
Reduction in manual coaching workload
Adoption and consistent use of coaching systems and tools aligned to defined coaching workflows and behaviors
Improvement in coaching workflow efficiency
Increased visibility into coaching performance and client journey
Measurable impact of automation and AI on coaching effectiveness and scalability
Alignment between coaching system requirements and delivered technology capabilities
Work Environment & Culture
Fully remote role with expected travel for company events, coach intensives, and leadership summits
Must model Buffini & Companyâs core values:
Live What We Teach: Demonstrates disciplined execution and alignment with coaching systems
Practice Servant Leadership: Develops leaders while maintaining accountability for results
Excellence Is Our Minimum Standard: Ensures consistent, high-quality coaching delivery across the organization
The Buffini Difference
Joining Buffini & Company means being part of a values-driven culture rooted in service, excellence, and growth.
The Senior Director of Coaching is more than an operational leader, it is a system performance role responsible for ensuring coaching is executed consistently, developed intentionally, and scaled effectively across the organization.
This role ensures that coach capability, operational execution, and strengths-based methodology work together to produce measurable client outcomes and scalable business growth.
Senior Director of Coaching Scorecard
Purpose Statement
This scorecard defines and measures the Senior Director of Coachingâs accountability for ensuring the coaching organization operates as a consistent, scalable system where coach behavior, client experience, and business outcomes are aligned and improving over time.
COACHING ORGANIZATION PERFORMANCE & CLIENT HEALTH (30%)
Client Retention
3-6 month rolling retention trend across all coaching segments (LC & O2O)
Member Health Distribution (% Green/Yellow/Red)
% of unmanaged Yellow/Red clients
Consistency of churn risk identification and intervention across teams
Recovery Rate: Yellow/Red clients > Green movement
Alignment between coach scorecard performance and retention outcomes
Target:
Retention meets/exceeds benchmark
Increasing % of Green clients
Decreasing unmanaged risk
Clear behavior > outcome alignment
Client Engagement (Behavior-Based)
% of clients consistently engaged in defined coaching behaviors:
Coaching calls
CRM usage
Buffini ecosystem (events, groups, etc.)
Engagement consistency across coach portfolios (not pockets of success)
Coach-driven engagement behaviors (tracked in scorecard)
Target:
Greater than defined engagement threshold
Reduced variability across coaches
Engagement driven by coaching behavior, not client personality
Referral Generation (System Output)
Measured by:
Referrals per client / per coach
% of clients actively participating in referral system
Coach consistency in asking for and reinforcing referrals
Alignment between Working by Referral behaviors and outcomes
Consistency of referral conversations and reinforcement across coaching sessions
Target:
Meets defined referral KPI
Consistent coach-driven referral behavior
No reliance on ânatural referrersâ
COACHING EXECUTION & CONSISTENCY (25%)
Coaching Framework Adherence
% of observed sessions following:
Coaching structure
ISS usage
Accountability flow
REALStrengths integration consistency
Target: Greater than or Equal to 90% adherence
Coaching Behavior Consistency
Alignment between:
Call structure
Follow-up
CRM usage
Accountability conversations
Reduction in âfreestyle coachingâ
Target: Consistent execution across Greater than or Equal to 90% of coaches
Scorecard Integrity & Alignment
Coach scorecards accurately reflect behavior
No disconnect between:
Scorecard ratings
Observed coaching behavior
Clear alignment between scorecard ratings, observed coaching behavior, and client outcomes
Target: High fidelity across all teams
Execution Variability Reduction
Performance standard deviation across:
O2O Coaches
Leadership Coaches
Team Leaders
Target: Reduced variability across teams, with consistent performance expectations met organization-wide
COACH PERFORMANCE LIFT (20%)
Coaching Quality Improvement
Aggregate coaching quality score trend
Improvement across:
Bottom performers
Mid-tier consistency
Consistency of coaching quality across the organization (not isolated improvement)
Target: Measurable upward trend
Coach Scorecard Movement
% of coaches moving:
Survival to Stability
Stability to Success
Success to Significance
Reduction in low performers
Target: Upward distribution shift
Underperformance Recovery Rate
% of low-performing coaches improving within timeframe
Effectiveness of development interventions
Year 1 Target: Greater than or equal to 20% of underperforming coaches demonstrate sustained improvement
Team Leader Effectiveness
Consistency of coach performance across teams
Alignment in how Team Leaders enforce standards
Target: Consistent performance standards enforced across all teams, with no material gaps between Team Leaders
OPERATIONAL & SYSTEM RELIABILITY (15%)
Workflow Efficiency
Reduction in redundant processes
Speed and ease of coaching workflows
Alignment between operational processes and coaching system requirements
Operational Friction Reduction
Coach-reported friction points
Time spent on non-coaching activities
Data Integrity & Visibility
CRM accuracy
Scorecard reliability
Reporting clarity
System Reliability
Consistency of:
Processes
Tools
Expectations
Target (for all): Measurable improvement over time
DIGITAL ENABLEMENT & SCALABILITY (10%)
Automation Impact
Reduction in manual coach workload
Automation of:
Pre-session prep
Follow-up
Documentation
System Adoption
% adoption of:
CRM
Coaching tools
AI-enabled workflows
Target: Greater than or equal to 85-90%
AI Integration Effectiveness
AI used for:
Churn detection
Coaching prompts
Performance insights
Demonstrated, measurable improvement in coaching efficiency, consistency, and client outcomes
Coaching Visibility
Ability to see:
Client journey
Coach performance
Risk patterns
Target: Full visibility across system
SCORING MODEL
Client-impacting categories (Coach Performance Improvement and Coach Engagement) carry the greatest weight and must meet minimum performance thresholds regardless of overall score.
Coach Performance Improvement metrics must demonstrate a positive trend over time to meet expectations in this role.
Each metric is scored:
1 = Below Standard
2 = Meets Standard
3 = Exceeds Standard
Weighted to total score:
90â100 = Top Performer
80â89 = Strong Performer
70â79 = Needs Improvement
less than 70 = At Risk
Non-Negotiable Performance Requirements
The following categories must meet minimum thresholds regardless of total score:
Coaching Organization Performance & Client Health
Coaching Execution & Consistency
Coach Performance Lift
Additionally:
Performance must demonstrate consistent positive trends over time, not isolated results
Digital Enablement & Scalability must show measurable progress quarter-over-quarter
QualificationsQualifications & Competencies
8+ years of experience in coaching, leadership, operations, performance management, or organizational development
Proven experience leading multi-function teams and driving performance in a scalable environment
Strong understanding of coaching systems, performance metrics, operational execution, and leadership accountability
Demonstrated ability to translate strategy into clear execution, systems, and measurable outcomes
High level of ownership, accountability, and results orientation
Strong systems thinking with the ability to identify and solve patterns across people, process, performance, and client experience
Excellent leadership, communication, facilitation, and cross-functional collaboration skills
Experience in a coaching, service, training, or high-accountability performance environment preferred
REALStrengths knowledge and Buffini coaching experience strongly preferred
Apply To This Job