Managers do not need a 70‑page coaching manual. They need a one‑page rhythm aligned to a person’s strengths, constraints, and current outcomes. Your role as HRBP is to help them practice that rhythm until it becomes second nature.

A workable weekly structure:

1. Open: “What surprised you this week?” Let pattern clues surface.
2. Zero in: Choose one behavior tied to this month’s goals (not a personality trait).
3. Micro‑assignment: A small, real task that creates evidence next week.
4. Support: Identify one friction to remove (tool, time, peer shadowing).
5. Measure: Define an observable marker; log it.

Provide prompts that map to competencies. For Influence: “Which stakeholder is stuck? Draft the map, pick one move, report back next Friday.” For Decision Quality: “Pre‑brief two key decisions with your manager; capture trade‑offs before the meeting.”

Managers may worry this is “too structured.” Often that means they have not seen momentum yet. After two or three cycles, momentum appears—smaller surprises, fewer escalations, less rework. Keep the guide tight, practical, and portable. If it cannot fit on a single page, it will not live.

Check out our MANAGER COACHING GUIDE