The Action Plan defines the strategy for the coaching engagement and is the foundation for the Pulse Feedback. (However it can be utilized independently with significant benefit.)

It consists of:

(1) one or more goals

(2) behaviors that will be measured through pulse feedback

(3) additional details

Either the Coach or the Participant can create the action plan, however to ensure the Participants assumes ownership of their progress, it's a good practice to have the Participant create the Action Plan and the Coach advises.

Hover over the information icon to view detailed guidance for each input.


The Goal Statement should be created to be SMART:

  • Specific
  • Measurable
  • Actionable
  • Realistic
  • Time-oriented
Example Goal:

Effectively participate in decision-making with Peers and the Management Team so that we gain full commitment to the strategic direction.

The Goal cannot be changed once the Pulse Feedback has begun.


The Behavior Statement
The text populated in the behavior statement will display on the Pulse Feedback survey. It should be a behavior that is:
  • Observable by others. 
  • Important enough to make a critical difference in your success. 
  • Action oriented. 

Example Behavior (associated with the example goal above):

Nyah participates in conversations in an effective and concise manner that leads to clear, actionable decisions.

The Behavior cannot be changed once the Pulse Feedback has begun.

Using the Details Text Box

The Details text box should be used as working space to go into depth on each goal. It could capture specific action items or support that is needed. It can support files, image, or screenshots.

This information can be updated throughout the engagement to ensure there is clarity and accountability.

Example Action Items (associated with the goal and behavior above):

Action Items:
  • Prep before senior leadership team meetings so that I am ready to engage in dialogue and debate. 
  • Contribute at least once on key decisions during our weekly next level leadership team meetings. 
  • Make sure people hear my voice - even if I agree with the current direction of the decision.


Ensure the Appropriate Supporters are Assigned to Each Goal

Ideally the Participant meets with the Supporters to review the Action Plan, and request they contribute throughout the coaching experience. It's also helpful to let the Supporters know the process and set expectations. 

Our guidance is to have 5-7 Supporters per Goal, so the Participant might have a group of 10 Supporter to choose from.

Once the Supporters have been added to the platform, they are assigned to goals.

By default, all of the Supporters are assigned to each of the goals. To customize which Supporter is assigned to each goal, 

Return to each goal to edit. Check the box next to the names of the Supporters that are directly impacted by the behavior.

The Process typically requires Multiple Iterations

The Action Plan will likely be revised and refined multiple times. Once it is finalized, the Pulse Feedback process can begin.

Other tips for building a strong support structure: 

Guide your Participant to review the action plan twice per week. Get into a routine to review the goals at the beginning and end of each week will help measure the progress and adjust the plan as needed.  
Encourage your Participants to share the goals with someone they know. Once they verbalize the goals to someone else, they are effectively making a commitment to achieving them. 
Have your Participant get an accountability partner. This could be a friend, co-worker, or family member with the same or similar goal. Having an accountability partner will help provide your Participant with the motivation needed to stay on track.