# Am I Coaching Enough? Manager Self-Audit Quiz

> A 15-question audit that scores how often and how deeply you're actually coaching your team: against what top-quartile sales managers do every single week, not what feels like enough.

Free assessment/quiz for sales managers. Topic: [Coaching, 1:1s & Feedback](https://www.peerlab.ai/library/topic/coaching-1-1s-feedback/). Published by PeerLab in the [Sales Enablement Resource Library](https://www.peerlab.ai/library/). Source: https://www.peerlab.ai/library/am-i-coaching-enough-manager-self-audit-quiz/

## How to use it

Score yourself honestly against the last 4 weeks (not your intentions), tally the four sections, and use your lowest-scoring section to pick the one habit you'll install this week.

## What's inside

- 15 scored questions across Frequency, Depth, Follow-Through, and Deal-vs-Skill Balance
- A 0-3 point behavioral scale for every question (not vague agree/disagree)
- A 45-point scoring key with four performance bands (Reactive to Top-quartile)
- A 'what top-quartile managers do every week' benchmark checklist
- Guidance for turning your lowest-scoring section into one concrete habit
- A built-in prompt to re-take the quiz in 60 days and track movement

Fifteen questions, about 60 seconds each. Score yourself against the last **4 actual weeks**: not your intentions, not a good week you remember, the real pattern. Nobody sees this but you.

## How to score

| Points | Frequency anchor |
|---|---|
| 0 | Never / not in the last quarter |
| 1 | Once in the last quarter |
| 2 | 1–2x per month |
| 3 | Weekly, as a standing habit |

## Section A, Frequency (max 15)
1. I hold a 1:1 with each rep at least every other week, and it isn't the first thing cancelled when my calendar fills up.
2. I listen to or watch at least one full call/deal recording per rep per week.
3. I do live call shadowing or joint calls with each rep at least monthly.
4. I have a coaching conversation that is NOT about pipeline/forecast at least twice a month per rep.
5. I block dedicated coaching time on my calendar before the week starts, rather than fitting it in reactively.

## Section B, Depth & Skill Focus (max 15)
6. In my last 3 coaching conversations, I could name the specific skill (not just "do better") we were working on.
7. I give feedback tied to a named competency (e.g., "your discovery questioning," "your objection reframing") rather than general impressions.
8. I connect the skill we're working on to what it unlocks for the rep's career or next role, not just this deal.
9. I use a consistent rubric or level description (e.g., Developing → Proficient → Advanced) rather than a gut-feel "good/bad" call.
10. I can describe, for each rep on my team, the ONE skill that would move their results the most right now.

## Section C, Follow-Through (max 9)
11. Commitments made in one 1:1 are referenced and checked in the next one.
12. I keep a written log of what each rep committed to improving, and when.
13. Reps on my team could tell you, unprompted, what skill they're currently working on.

## Section D, Balance vs. Deal-Rescue Mode (max 6)
14. Less than half of my "coaching" time in a typical week is spent troubleshooting a specific deal that's stuck.
15. When a deal goes wrong, my first question to the rep is "what skill would have changed this," not "what should we do about this account."

## Scoring (max 45)

| Score | Band | What it means |
|---|---|---|
| 0–15 | Reactive | Coaching is happening by accident, if at all. Deals get attention; skills don't. |
| 16–27 | Developing | Some cadence exists but it's inconsistent or deal-hijacked. |
| 28–36 | Solid | Close to top-quartile. Tighten follow-through and skill-naming. |
| 37–45 | Top-quartile | Coaching runs as a discipline, not a favor squeezed in when there's time. |

## What top-quartile managers do, every week
- A standing 1:1 with every rep, minimum 30 minutes, that survives a busy week.
- At least one recorded call reviewed per rep, with 2–3 specific, skill-named observations logged.
- One explicit "here's the skill we're building and why it matters for your next role" conversation per rep, per month minimum.
- A written record of what each rep committed to last time, checked before a new commitment is made.
- Under 50% of coaching time spent rescuing a specific deal; the majority spent building a transferable skill.

## Turning your score into action
- Find your lowest-scoring section above.
- Pick ONE behavior from that section to install this week, not all of them.
- Pair it with the *First 90 Days of Sales Manager Coaching Toolkit* and *1:1 Meeting Notes & Action Tracker* if you're newer in the seat.
- Re-take this quiz in 60 days. The goal isn't a perfect score, it's a rising one.