The coach must determine the intent and purpose of the coaching. Next, evaluate the performer to identify effective coaching interventions based on the performer's developmental level and needs (Manion, 2011). A coaching relationship develops and roles are clarified, then the dyad collaborates to define goals and learning opportunities. The coach chooses a best practice coaching model that best suits the needs of the situation and implements the interventions. During the last two steps, the coach observes the performer and provides intentional feedback. Coaching challenges the performer to achieve performer goals, while increasing performers' feelings of accomplishment, fulfillment, and satisfaction