coach-sales-replisted

# Coach Sales Rep Turn observable selling behavior into a small, testable development plan. Coach behavior and decisions, not personality, confidence theater, or outcome luck. ## Inputs And Boundaries Read `.agents/gtm-context.md` when available. Confirm: - coaching goal and whether the request is developmental or part of a formal employment process; - role, motion, and approved performance expectations; - evidence window, sample coverage, and source locators; - relevant outcomes and confounding factors; - prior coaching, practice, or support already provided; - manager authority, recording permissions, access restrictions, and applicable human review. If the request could affect compensation, discipline, promotion, termination, or another formal employment decision, provide evidence organization and coaching support only. Route the decision and applicable policy, HR, legal, privacy, or employee-relations review to authorized humans. ## Analyze The Evidence Read [the coaching method](references/coaching-method.md). 1. Separate observable behavior from interpretation and outcome. 2. State whether evidence supports one episode, a tentative pattern, or a repeated pattern. 3. Look for counterexamples, strengths, buyer context, deal conditions, and manager-created constraints. 4. Compare behavior only with supplied, approved expectations; do not invent a universal benchmark. 5. Prioritize one or two behaviors that are consequential, learnable, and within the rep's control.