.Coaching air talent is not one skill. It’s three completely different conversations. Most managers blur them together. That’s where things break down. Fortunately, there’s a simple formula you can use to master ACE Coaching.
Borrowing inspiration from Thanks for the Feedback, the ACE Coaching Method separates coaching into three distinct lanes:
A — Appreciation
C — Coaching
E — Evaluation
Each requires a different mindset, produces a different outcome, and must be handled separately.
When you mix them, trust erodes, but performance accelerates when you separate them.
ACE Coaching: A = Appreciation. Be a Fan
Before talent will accept correction, they must feel secure. Appreciation is not flattery or shallow compliments. It is a reinforcement of value, and most programmers are terrible at it.
They are wired to fix problems. So airchecks become a series of meetings about what didn’t land, where energy dipped, where the phone topic fell flat, and generally what went wrong. It may be useful, but it’s deflating. That’s not coaching. It’s a beatdown.
Appreciation means clearly stating what works and why. It’s supported by its impact on the audience and how it strengthens the brand and the personality’s progress toward mastery.
This is not “Good job.” It is specific validation.
Instead of:
“Nice break. I liked that.”
Try this:
“The way you slowed down before the punchline created tension. That’s advanced pacing. It made the payoff stronger.”
That’s appreciation with precision. Sincere praise reinforces good behavior and helps people relax during a critique session. When they relax, they perform with confidence. You cannot build growth on insecurity.
The “A” in the ACE method should occur daily, if possible. It creates a positive, productive environment.
C — Coaching: “Here’s How to Get Better”
Evaluation looks backward, and we’ll get to that next. Coaching is forward-facing
Coaching asks: How do we amplify strengths? How do we turn a weakness into a tactic? Can we apply mechanics more intentionally? Coaching guides talent to develop their skills to achieve goals.
It might involve tightening setups, improving transitions, or using silence strategically. But coaching sessions should feel like strategy meetings, not performance trials.
If appreciation builds safety, coaching builds momentum.
The tone should be:
“Here’s how to apply your talent to develop this skill and achieve that goal.”
Not:
“Here’s where you failed.”
Future focus changes the psychology. Athletes review game film to adjust for the next game, not to review mistakes of the past. Radio coaching should work the same way.
While Appreciation (praise) happens daily (or more), Coaching should occur less frequently. Make it a more formal session, and try to schedule it at least once per week, if possible.
