Realizing their coaching program was not having desired effects for teachers or for students' achievement, leaders in the Manor School District in Texas revamped the district's coaching program. They created two "communities" encompassing all coaches in the district (since district schools were each doing their own thing with regard to coaching). These communities gather once a month for a day of community-building, PD [professional development] (focused on how to build trust and relationships with teachers), idea swapping and support. District leaders had coaches begin keeping better records of their coaching activities with teachers (to make the case for the importance of that work and prevent coaches from being pulled away for noncoaching duties) and set up leadership opportunities to encourage coaches to stay in the Manor district in some capacity. Resources and strategies used in these four steps are presented.