Observing a Session: What to Look For and How to Give Feedback

Observing a colleague's session is a skill that most coaches are never taught. Without a framework for observation, the observer accumulates impressions without structure — and the feedback that follows is either vague ("great energy") or anecdotal ("I noticed that one moment when...").

this approach provides a specific observation framework that connects to session standards.

The Five Observation Questions

1. What is the session outcome? Can you identify the Club Language phrase from watching the opening game alone?

1. What is game involvement? Estimate the percentage of players who are engaged in decision-making at any given moment. Is it above 80%?

1. What is ball-still time? Count the total time the game stops during the observed session. Is it under 5 minutes?

1. What is transition time? Time the movement from one activity to the next. Is it under 20 seconds?

1. How is the coach positioned and intervening? Are they on the sideline? Are drive-bys brief and individual? Are whole-group stops rare?

Giving Developmental Feedback

Feedback after peer observation should be specific, evidence-based, and forward-facing.

Not: "Your transitions were a bit slow."

But: "I counted 90 seconds between the Focused Practice and the closing game — I noticed you were repositioning the goals. Is there a way to set those up earlier? I've started doing it during the drinks break."

The feedback is specific (90 seconds, goal repositioning), evidence-based (observed, timed), and forward-facing (here is a potential solution, here is my own practice).

The Non-Evaluative Standard

this approach coach education has no pass/fail. Observation feedback should never imply that a coach has failed. It should always imply that a coach is developing — as all coaches are, at all stages.