Coaching
My Coaching

My Coaching

My Coaching is your personal dashboard for viewing feedback, tracking action items, and monitoring your development.

Access: Available to all team members

My Coaching Inbox

What You'll See

Your coaching inbox displays:

  • Unacknowledged Reviews - New feedback you haven't reviewed yet
  • Pending Action Items - Tasks assigned to you
  • Recent Coaching - Latest feedback received
  • Score Trends - Your performance over time

Notification Badge

The coaching navigation item shows:

  • Badge Count - Number of unacknowledged coaching items
  • Updates in Real-Time - Decreases as you acknowledge
  • Clear Indicator - Know when new feedback arrives

Viewing Coaching Feedback

Opening a Coached Call

  1. Click call from My Coaching inbox
  2. Or navigate to call and see coaching indicator
  3. View all feedback in one place

Types of Feedback You'll See

Scorecard Review

Manager's overall rating:

  • Star Rating (1-5) - Overall performance
  • Summary Comment - General feedback
  • Location - Top of call detail page
  • Review Date - When manager provided feedback

Inline Comments

Specific, timestamped feedback on transcript:

  • Praise (⭐) - Recognition of great work
  • Coaching (📋) - Suggestions for improvement
  • Question (❓) - Manager asking for your thoughts
  • Warning (⚠️) - Serious issues to address

Click any comment to jump to that moment in the call.

Action Items

Specific tasks to complete:

  • Task Description - What you need to do
  • Due Date - When it should be completed
  • Status - Pending, In Progress, Complete
  • Priority - Urgency level

Acknowledging Coaching

Why Acknowledge?

Acknowledgment shows:

  • You received and read the feedback
  • You understand the coaching points
  • You're committed to improvement
  • Two-way communication with manager

How to Acknowledge

  1. Review All Feedback

    • Read scorecard comment
    • Review all inline comments
    • Check all action items

  2. Understand the Points

    • Listen to specific moments referenced
    • Ask questions if unclear
    • Reflect on feedback

  3. Click Acknowledge

    • Button at top of call or in coaching inbox
    • Optionally add your response
    • Feedback marked as acknowledged

  4. Create Your Plan

    • Note what you'll work on
    • Prioritize action items
    • Set personal goals

Adding Your Response

When acknowledging, you can respond:

Good Responses:

  • "Thanks for the feedback! I'll practice the new objection handling script this week."
  • "I see what you mean about the discovery questions. Can you share an example call?"
  • "Appreciate the positive feedback on rapport building. I'll keep doing that!"

When to Ask Questions:

  • Need clarification
  • Want specific examples
  • Unsure how to improve
  • Request additional resources

Managing Action Items

Viewing Your Action Items

All assigned tasks in one place:

Filter by Status:

  • Pending - Not started yet
  • In Progress - Currently working on
  • Completed - Finished
  • Overdue - Past due date (red flag)

Sort by:

  • Due date (soonest first)
  • Priority (high to low)
  • Date assigned
  • Related call

Completing Action Items

  1. Work on the Task

    • Do what was assigned
    • Use provided resources
    • Ask for help if needed

  2. Mark Complete

    • Check completion box
    • Add completion notes (optional but helpful)
    • Manager receives notification

  3. Follow-Up

    • Apply learning to next calls
    • Manager may verify completion
    • Improvement tracked over time

Completion Notes Examples:

  • "Completed role-play session with Sarah. Practiced script 5 times."
  • "Watched training video and took notes on key points."
  • "Listened to library call #1234, noted specific techniques."

When You Can't Complete on Time

Be Proactive:

  1. Contact manager before due date
  2. Explain the blocker
  3. Request extension or help
  4. Propose new timeline

Common Valid Reasons:

  • Resource not available
  • Task more complex than expected
  • Conflicting priorities
  • Need additional training first

Tracking Your Progress

Score Trends

View your performance over time:

Trend Graph:

  • Your average scores by week/month
  • Direction indicator (improving/declining)
  • Comparison to previous periods
  • Team average (if enabled)

Use Trends To:

  • See if coaching is helping
  • Identify patterns
  • Celebrate improvements
  • Address declining areas

Improvement Areas

Common themes in your coaching:

Aila Identifies:

  • Frequently mentioned improvement areas
  • Recurring coaching topics
  • Skills needing development
  • Strengths to maintain

How to Use:

  • Focus on most common items
  • Create personal development plan
  • Track improvement in these areas
  • Discuss with manager in 1:1s

Strengths

What you're doing well:

  • Frequently praised skills
  • Consistent high scores in areas
  • Recognized techniques
  • Positive patterns

Maintain and Build On:

  • Keep doing what works
  • Share tips with team
  • Mentor others in these areas
  • Take pride in strengths

Making the Most of Coaching

Review Feedback Promptly

Within 24 Hours:

  • Check coaching inbox daily
  • Read new feedback immediately
  • Acknowledge while it's fresh
  • Apply to next call

Benefits of Quick Review:

  • Feedback more relevant
  • Shows respect for manager's time
  • Faster improvement
  • Better retention

Apply Feedback Immediately

Next Call Preparation:

  1. Review recent coaching before call
  2. Focus on 1-2 specific improvements
  3. Consciously apply feedback
  4. Self-assess after call

Create Reminders:

  • Post-it note on desk
  • Screen background
  • Pre-call checklist
  • Mental note before dialing

Ask for Clarification

When to Ask:

  • Don't understand feedback
  • Need specific examples
  • Want more context
  • Disagree respectfully

How to Ask:

  • Respond to acknowledgment
  • Send message to manager
  • Discuss in 1:1 meeting
  • Request follow-up call review

Sample Questions:

  • "Can you share an example of what you mean by [X]?"
  • "What would the ideal version of this sound like?"
  • "Is there a library call that demonstrates this well?"
  • "Can we discuss this in our next 1:1?"

Track Your Own Development

Personal Coaching Journal:

  • Keep notes on feedback received
  • Track your action items
  • Document improvements
  • Celebrate wins

Self-Assessment:

  • Listen to your own calls
  • Compare to coaching points
  • Identify improvements
  • Find new areas to work on

Coaching Calendar

My History

Access historical coaching:

Navigate to: Coaching > My History tab

View:

  • All past coaching feedback
  • Completed action items
  • Score progression
  • Archived reviews

Use For:

  • Performance review preparation
  • Long-term trend analysis
  • Celebrating growth
  • Portfolio of improvement

Filter Historical Data

By Date Range:

  • Last month
  • Last quarter
  • Last year
  • Custom range

By Type:

  • Scorecard reviews
  • Inline comments
  • Action items
  • Specific managers (if multiple)

By Score:

  • High-scoring calls
  • Low-scoring calls
  • Average performance

Coaching in Performance Reviews

Using Aila for Your Review

Prepare with Coaching Data:

  1. Export your coaching history
  2. Note score trends (show improvement)
  3. List completed action items
  4. Highlight strengths recognized
  5. Document areas you've improved

Talking Points:

  • "My scores have improved from X to Y"
  • "I completed all action items on time"
  • "Manager feedback highlights my strength in [area]"
  • "I've worked on [improvement area] with these results"

Export Your Data

  1. Navigate to My Coaching
  2. Select date range
  3. Click Export Report
  4. Choose format (PDF for review meetings)
  5. Review before performance discussion

Best Practices

Receiving Feedback Well

Do:

  • ✓ Read all feedback carefully
  • ✓ Acknowledge promptly
  • ✓ Ask clarifying questions
  • ✓ Apply to next calls
  • ✓ Track your improvement
  • ✓ Thank manager for feedback

Don't:

  • ✗ Ignore coaching
  • ✗ Get defensive
  • ✗ Make excuses
  • ✗ Delay acknowledging
  • ✗ Forget action items
  • ✗ Take it personally

Growth Mindset

View Coaching As:

  • Opportunity to improve
  • Investment in your development
  • Path to success
  • Manager's commitment to you

Not As:

  • Criticism or attack
  • Finding fault
  • Punitive action
  • Negative judgment

Continuous Improvement

Weekly Routine:

  • Monday: Review last week's coaching
  • Daily: Check for new feedback
  • Before calls: Remember coaching points
  • Friday: Self-assess week's improvement

Monthly Review:

  • Analyze score trends
  • Review completed action items
  • Identify consistent themes
  • Set next month's goals
  • Celebrate improvements

Troubleshooting

Not Receiving Coaching

Check:

  • Are you making calls?
  • Is manager assigning reviews?
  • Are notifications enabled?
  • Check email/spam folder

If Still Not Receiving:

  • Ask manager about coaching schedule
  • Verify notification settings
  • Request feedback on specific calls

Disagreeing with Feedback

Constructive Approach:

  1. Don't react immediately
  2. Re-listen to the call objectively
  3. Consider manager's perspective
  4. Discuss respectfully in response or 1:1
  5. Seek specific examples
  6. Be open to different viewpoints

Remember:

  • Feedback is subjective
  • Manager has different perspective
  • Goal is improvement, not being right
  • Respectful dialogue is productive

Overwhelmed by Feedback

Too Many Action Items:

  • Prioritize with manager
  • Focus on 1-2 at a time
  • Request deadline adjustments
  • Break large items into steps

Negative Feedback:

  • Remember coaching is developmental
  • Look for patterns, not one-off comments
  • Focus on most important items first
  • Celebrate progress, not perfection

Next Steps

Team CoachingProviding Feedback