Self-Reflection Question Set and Action-Plan Scripts

What this is

The book's follow-through after feedback: three open questions that ask the coachee to evaluate their own performance, and a three-step collaborative action plan with the coach's example lines for each step and for follow-up. A second set, from Ch.1, gives questions and techniques for the coach's own reflection.

Use when / Do not use when

Use when (book): after a presentation or other piece of work, to "encourage coachees to reflect on their performance"; and "after providing feedback" to create an action plan with "specific steps, resources needed, and a timeline." Do not use when: no exclusions in the book. Addition: the book does not say whether to ask the reflection questions before or after giving feedback.

The Instrument

A. Three self-reflection questions (verbatim)

"How do you feel the presentation went?"
"What do you think you did well?"
"Is there anything you would do differently next time?"

Book's longer scripted versions:

Opening the conversation: "Mike, now that you've had some time to reflect, how do you feel the presentation went yesterday? What are your initial thoughts and feelings?" (Purpose: an open-ended question inviting overall impressions; helps the coachee relax and start thinking critically.)
Positive reinforcement: "Let's focus on what went well. What do you think were your strong points during the presentation? What aspects are you most proud of?" (Purpose: coachee identifies strengths and successes.)
Constructive self-critique: "Reflecting on the presentation, is there anything you would do differently next time? Are there specific areas where you feel you could improve or approach things differently?" (Purpose: a mindset of continuous learning; actionable changes.)

Book's preparation: review the presentation, note key points, successes and areas of challenge; prepare the questions. Book's follow-up: Developing Action Plans (training, practice sessions, seeking feedback from colleagues); Setting Goals (clear, achievable goals for the next presentation that incorporate the reflections); Ongoing Support (offer resources; self-reflection is an ongoing process).

B. Action plan after feedback (verbatim steps and lines)

Book rule: after feedback, "work with your coachee to create an action plan ... specific steps, resources needed, and a timeline." Feedback is delivered with SBI; the book's example opener: "In your recent reports, the content is very detailed and thorough, which is excellent. However, I've noticed that the formatting is inconsistent, which makes it a bit difficult to follow in some sections."

Step	Book's description	Coach line (verbatim)
1. Review Guidelines for Consistent Formatting	Identify Resources: discuss the resources needed, such as company guidelines, templates, or examples.	"Let's start by reviewing the company's guidelines for report formatting. I'll share the document with you, and we can go through it together to ensure you understand the expectations."
2. Implement These Guidelines in the Next Report	Practical Application: plan how to apply the guidelines in the next piece of work; offer support and resources.	"For your next report, I'd like you to implement these formatting guidelines. If you have any questions or need assistance while working on it, feel free to reach out to me."
3. Schedule a Review Session to Assess Improvements	Set a Timeline: schedule a follow-up meeting to review the updated report.	"Let's schedule a review session for next week, where we can go over your next report together. This will give us the opportunity to assess the improvements and discuss any further refinements."
Follow-Up: Regular Check-Ins	Continuous Support: monitor progress, provide ongoing support.	"I'll check in with you mid-week to see how things are progressing. If you encounter any challenges, we can address them together."
Follow-Up: Feedback on Improvements	Acknowledge Progress: acknowledge the coachee's efforts; add feedback as needed.	"I see you've made significant improvements in the formatting of this report. It's much easier to follow. Let's continue to refine these skills and maintain this consistency in future reports."

The formatting example is the book's illustration of the pattern, not a required content.

C. Coach's own reflection (Ch.1)

Benefits named: Enhanced Self-Awareness; Improved Decision-Making; Greater Emotional Intelligence; Continuous Learning. Questions (verbatim): "What went well today?", "What could I have done differently?", "What did I learn from this experience?" Techniques named: Journaling; Mindfulness Meditation; Feedback from Others; Regular Reflection Time (dedicated time each day or week); Questioning. Applying reflection: Set Personal Goals; Develop Action Plans; Embrace Change; Celebrate Successes; Learn from Mistakes.

D. Workbook templates used here

Constructive Feedback template: Feedback Provided / Situation / Behavior / Impact / Action Plan.
Action Planning template (Performance Improvement Framework): Goal / Action Steps / Responsibilities / Deadlines.
Regular Check-Ins template: Check-In Date / Progress Reviewed / Adjustments Made / Next Steps.

E. Call to Action (Ch.6, third item)

Encourage self-reflection by asking your coachee to evaluate their own performance.

How to run it (Performance Lab suggested practice)

After the work event, ask questions A1 to A3 in order and record the coachee's words.
Deliver feedback with the SBI Script Library and Feedback Sandwich (a Coaching OS tool) if you have not yet done so.
Agree the action plan together using the three steps in B; fill Goal, Action Steps, Responsibilities and Deadlines.
Set the review date and check-in; hold them.
At the review, use the Follow-Up lines; record what changed.

Record sheet (Performance Lab suggested practice)

Field	Entry
Coachee / work reviewed / date
Q1 response: how it went
Q2 response: what went well
Q3 response: what to do differently
Feedback given (SBI)
Step 1: resources identified
Step 2: where it will be applied
Step 3: review date
Mid-week check-in done (date)
Progress acknowledged; next steps