Make conversation feedback useful to the person receiving it
“What will my manager see?” If you're introducing conversation analysis to a client team, that's a question worth answering before you collect a recording. Explain the purpose of the review, who will have access, and how the feedback will support the skill being developed. Participants can then understand what the work involves and raise questions early.
The same clarity matters in individual coaching. Agree with your client on the goal and the conversations you'll examine, then use the findings to choose practice together. Rapport Score gives you recorded evidence to work with; these decisions help you use it thoughtfully.
Agree on the purpose before you record
Choose conversations that relate to the skill you're developing. Explain what will be recorded and analyzed, who will have access, and how you'll discuss the results. Confirm that you have the necessary permissions before capturing or uploading a conversation, including conversations involving a client's colleagues or customers.
If you run a training engagement, make these arrangements part of the follow-up plan. Participants should understand how the recordings connect to the training and what the team leader or training provider will receive. Be specific about whether you're reviewing individual development, team patterns, or both. That clarity helps everyone understand the work they're taking part in.
Keep access relevant to the work
Your access in Rapport Score covers your own data and, if you're an authorized team lead, the relevant team's data. The same access rules apply when you connect an AI assistant through Rapport Score Performance Partner. Ask Coach's team answers use measured information and don't relay a member's verbatim speech to the lead.
Use that access thoughtfully. Bring the material needed for the coaching task into the discussion, and agree on what you'll include in reports shared outside it. A report for a corporate sponsor may need to describe development priorities and follow-through, while an individual coaching session can explore the client's experience in more detail.
Give your client room to examine the feedback
Open the recorded moment together and ask how your client understands it. A pause, an early answer, or a change of subject can become a useful coaching question. Your client may also explain something that happened before the recording or describe a practical constraint that affected the response.
Check the speaker assignment, listen to the surrounding exchange, and consider the confidence attached to the finding. You can then decide which feedback serves the agreed goal. Being able to question an observation is part of a productive review. It gives you a way to reach a clearer understanding together.
Read Evidence, Interpretation & Inference
Make the next step something your client can do
Choose a behavior your client can practice. “Ask what the concern means before offering a solution” gives the next attempt a clear focus. A relevant lesson or live voice roleplay with Ask Alex can support the rehearsal, and a later conversation gives you another opportunity to review the skill in use.
Keep that development goal visible when you discuss scores. Rapport Score measures aspects of a recorded conversation; it doesn't establish a person's character, motives, honesty, or psychological condition. Decisions about employment, relationships, or wellbeing require their own context and responsible human judgment.
For a coach, this approach keeps feedback connected to the client you know and the work you've agreed to do. For a training organization, it creates a practical way to discuss application after the session ends. You can point to a relevant behavior, agree on practice, and return to it with fresh evidence.
Choose a conversation you're authorized to analyze and one skill you want to develop. Use your first review to find a moment worth working on together.