Developing a constructive coaching relationship between the school board and the chief administrator is one way to increase performance. The board wants someone who is motivated and equipped to achieve at the highest level, but this is one of the most difficult and also one of the most important responsibilities for a school board. Developing clear goals and determining the proper data for assessment are vital steps in successful performance review, but those efforts can fall apart if proper feedback is not provided. In order to get the intended results of the assessment process, school leadership needs to provide intentional feedback in a manner that builds upon strengths and vision. In this session, we focus on tools for providing feedback, how to focus on natural talents, and ideas for relationship coaching.