The coaching process consists of four distinct stages. The first step involves setting developmental goals. These goals must be attainable and derived from a careful analysis of the areas in which an employee needs to improve. They should also take into account both short-and long-term career objectives.

The second step in the coaching process is to identify developmental activities and needed resources that will help the employee achieve the developmental goals. The third step involves implementing the activities that will allow the employee to achieve the developmental goals. The fourth step in the process is to collect, evaluate, and document data to assess the extent to which each of the developmental goals has been achieved. For example, did the employee complete the developmental activity within the agreed-upon timeline?

Finally, the coach provides feedback to the employee. Based on the extent to which each of the goals has been achieved, they are then revised, and the process begins again.