Your Role as a Line Manager in a Colleague’s Coaching Journey

What is my role in my colleague’s coaching journey?

As a line manager, your support plays a critical role in the success of your colleague’s coaching experience. From providing feedback to engaging in meaningful development conversations, your involvement helps ensure they gain real value from the process.

When will I be notified about my colleague's coaching registration?

As soon as your colleague registers on the Mindbeat platform, you’ll receive an email notification confirming your participation in the programme as their line manager. This also means you’ll be involved in providing feedback during key milestones of their journey.

What kind of goals will my colleague be setting?

All coaching journeys begin with participants setting personalised development goals, which typically include:

Skill-based goals (e.g. "Interpersonal Skills")
Mindset goals (e.g. "Growth Mindset")

These goals are designed to reflect the individual's unique aspirations, challenges, and context.

Note: The goal-setting feature for manager feedback may be enabled or disabled by the HRBP, depending on the programme design.

How and when will I know their goals are finalised?

Once your colleague submits and locks in their goals (usually after the first session, the timing of this may vary depending on your HR team’s setup.), you'll receive an email update confirming this step

What am I expected to do once goals are submitted?

You’ll be asked to:

Rate your colleague’s effectiveness in the areas they’ve chosen as goals
Provide qualitative feedback, thoughts, or suggestions that can help guide their coaching sessions

Your feedback will be shared with your colleague to help shape their development journey.

How can I stay engaged throughout their coaching journey?

Here are a few ways you can provide meaningful support:

Schedule regular development check-ins: Ask open-ended questions such as: *How are your coaching sessions going? *What’s one thing you’ve been working on recently? *Is there anything you need from me or the team to support your growth?
Identify opportunities to practice: Collaborate on ways your colleague can apply their new skills in real work scenarios.
Celebrate progress: Acknowledge improvements and milestones. Recognition goes a long way in reinforcing positive change.
Encourage reflection: Create space for honest conversation about challenges and successes.

How can I support long-term growth and career development?

As your colleague advances through their coaching, consider having a career development conversation.

Explore:

Future aspirations
Opportunities for new responsibilities or learning
Potential internal connections that can support their path

What happens at the end of the coaching programme?

Before their final coaching session, you’ll be asked to:

Re-rate their progress against the original goals
Provide final feedback to celebrate growth and suggest future focus areas

This final input is an important way to acknowledge how far they’ve come and to help identify what comes next.

Your ongoing support helps turn coaching from a personal exercise into a shared journey of professional growth. Thanks for being part of it!