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 Recently, I was collaborating with a client and the client was expressing some frustration with an employee. During our conversation he stated he was very frustrated by what the employee was doing. He began to share two or three situations where the employee was doing things incorrectly and I said at its foundation, what do you think the employee needs to improve? He immediately said attitude and teamwork. I then asked a question, how are you currently coaching to those two areas? His response was very interesting. He stated to me, this is what he is doing right now.

I challenged his thought premise by saying, you are reacting to a situation versus proactively cultivating a positive attitude and sense of teamwork. He said, what do you mean? I said, you are mentioning situations and you are responding as if you are almost triggered by these events. He said, I think I am triggered by these events. I then shared, I am wondering if you are reacting to the situations and coaching to the situation, and it is causing the defensiveness even further with your employee? My client immediately thought to himself, this is interesting because that is exactly what is happening. I said, how are you having conversations around attitude and teamwork outside of situations? He said, what is the difference? I said, the difference is you are coaching to a situation. You are reacting to something that's occurred so somebody is probably feeling put on the spot or is in a very defensive mode, almost defending what they did right or wrong in their mind and I'm wondering if that's coming at the expense of a really good, authentic, thoughtful, proactive conversation that could occur to develop a positive attitude in teamwork. He said, how can I go about doing that? I said, well, first, have conversations on a regular basis that focus on those two areas. Number two have learning projects such as having this employee come in every single week with something that they did positive above and beyond the call of duty that exemplified a positive attitude in teamwork. Now you are creating positive situations and cultivating the experience and behaviors that the employee needs to adopt. 

 I think a critical component we all need to be aware of is that we tend to be very triggered by what we see wrong or what we want to correct. Then we call it coaching. I would call that Situational Reaction. 

 We have to be very proactive and focused outside of situations so our coaching stands on its own versus supporting a corrective action that can really be masked or perceived as being delivered as constructive feedback. Coaching is a very initiative-taking, thoughtful, strength-based, and question-based approach that drives positive change and the good things that our people do as well as those areas where they have opportunities to improve. If we are reacting to a situation, we will typically react to things that we see that are wrong and need to be corrected; therefore, the employee will be triggered typically to become defensive and be in a mode of, I hope I'm not in trouble and not really thoughtfully engage in the process to truly improving. 

Welcome to Coaching Conversations

We have created a NEW and Innovative line of books called Workplace Coaching Books. These books use QR codes with embedded audio and video lessons speaking directly to the reader. Each book comes with assessments and journal based coaching pages where they document what they've learned and what they've applied. In addition each book comes with the self analysis link that prompts them to share what they've learned and what they've put into action leading to greater learner application a

Coaching Talks is a dynamic leadership development speaking series customized to your needs. Need help spreading the value and application of workplace coaching? Let us help:

We provide many styles of speaking services:

• We provide virtual keynotes
• We specialize in 4 part virtual series (we always customize)
• We have a unique feature called "Speaker Tracks" where we send to all audience members reinforcement lessons after the talk (to the pc or cell phone), thus keeping people on track after the talk

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Quiet Quitting is not a new concept. Maybe it's a different name and a different label yet, we've had quiet quitting for decades. We need to get back to the fundamentals of employment. If you are hired to do a job, you should be hired to do that job to the best of your ability. There is not a job description in the world that encourages people to not try or to gossip or to be negative in the workplace. Yet, Sadly, that seems to be the case in many organizations. Think about the great studies done by the Gallup organization or less than one third of employees today are truly engaged with the rest either being neutrally or actively disengaged, meaning possessing negative tendencies. We need to get back to the basics. If you are hired to do a job, your first objective is to do that job to the best of your ability not to stop short, not to do things that slight the company, but to do the best job you possibly can. 

Now, what can leaders do? They can sit down and find out from every one of their employees, what they're motivated by,  what their goals are, and if we can bridge those motivators, those goals, with the expectations of the job, we will have a productive workforce. Let me give you an example. If you have somebody who has a goal of starting their own company and let's say they work for a leader who can't provide that opportunity yet, knowing that in a very trusting, worthwhile environment positions, that leader can have an exchange of value. The exchange of value is maybe they get him a magazine subscription to entrepreneur or gets them a book on entrepreneurship while asking them to maintain the highest level of commitment to their job.

What happens is when we don't know what motivates somebody is, the job becomes the place to where we try to motivate yet, if that is not the motivation, if that is not the person's ideal destination, guess what happens their mind wanders? Does their mind wander positively or does it wander negatively? It typically wanders negatively. Quiet Quitting happens every single day. It is my contention that we need to teach people in the onboarding process of the highest expectations behaviorally and NOT merely the duties “of the job”.  
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This should include things that will not be tolerated such as gossiping at the water cooler, not putting in a good, full day's effort, learning to praise others, tec.  Let me share something with you that is gonna come off a little bit negative. I have a very good friend, Mike Carroll, who runs a business like mine. We talk every other Sunday night at a dinner that we Call Sunday night properties because we now own some properties together. We talk about the people that we hire, and I cannot believe I'm going to share this publicly for every five people we've hired we have found at least three, if not four lie on their abilities, the work they completed, etc. We once had an employee who was so critical of my company that I found out 30 days later, she had not done one ounce of work as a salesperson, never sent an email, never made a phone call yet. She was critical of what I was doing as an owner, yet I had to pay her.

Quite Quitting has been around for decades. What can we do?:

1.       We need to have an onboarding process of behavior

Welcome to Coaching Conversations

We have created a NEW and Innovative line of books called Workplace Coaching Books. These books use QR codes with embedded audio and video lessons speaking directly to the reader. Each book comes with assessments and journal based coaching pages where they document what they've learned and what they've applied. In addition each book comes with the self analysis link that prompts them to share what they've learned and what they've put into action leading to greater learner application a

Coaching Talks is a dynamic leadership development speaking series customized to your needs. Need help spreading the value and application of workplace coaching? Let us help:

We provide many styles of speaking services:

• We provide virtual keynotes
• We specialize in 4 part virtual series (we always customize)
• We have a unique feature called "Speaker Tracks" where we send to all audience members reinforcement lessons after the talk (to the pc or cell phone), thus keeping people on track after the talk

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Coaching is as easy as A, B, C, D. 

1. There is awareness. The power of awareness when leaders become aware of how they're perceived and they can develop awareness in others. Coaching becomes much easier. 
2.  Building coaching plans is vital. Anything requires strategy and planning and coaching   is no different  when building a coaching plan. There needs to be a variety of options that scale time.
3. The actual coaching must maintain a consistent cadence with little cancellation of scheduling to show trust and build trust between the coach and the person being coached. 
4. Determine Progress. It is vital to stay on a track of progress, and this can be measured in three levels, effort, progress, and results.

                                         Want More Info on The ABCD of Coaching?: Click Here

Welcome to Coaching Conversations

We have created a NEW and Innovative line of books called Workplace Coaching Books. These books use QR codes with embedded audio and video lessons speaking directly to the reader. Each book comes with assessments and journal based coaching pages where they document what they've learned and what they've applied. In addition each book comes with the self analysis link that prompts them to share what they've learned and what they've put into action leading to greater learner application a

Coaching Talks is a dynamic leadership development speaking series customized to your needs. Need help spreading the value and application of workplace coaching? Let us help:

We provide many styles of speaking services:

• We provide virtual keynotes
• We specialize in 4 part virtual series (we always customize)
• We have a unique feature called "Speaker Tracks" where we send to all audience members reinforcement lessons after the talk (to the pc or cell phone), thus keeping people on track after the talk

Get More Info Here:  https://form.jotform.com/241193119118149

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I have said for almost 30 years that coaching is a two step process. First, you want people to look in the mirror. #2, you want people to take action on #1 yet very few people do number one arbitrarily on their own. That's why we need to coach our people to first establish a foundation of self-awareness which will lead to accelerated talent development. Self-awareness is difficult for people. Self-awareness causes people to look in the mirror and look at themselves. Let me save you the suspense you will have many employees who don't even own mirrors. The power of coaching and the specific use of questions will help open up that door to each and every one of your employees. It's time to open the self-awareness door!
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This community approach helps leaders become great workplace coaches. If you are interested in joining a coaching community where people help one another and receive training that will position you to be a successful leader this community is cost effective and highly effective. Fill out the above form and we will get back to you with information and a promotional offer to make joining easy

Welcome to Coaching Conversations

We have created a NEW and Innovative line of books called Workplace Coaching Books. These books use QR codes with embedded audio and video lessons speaking directly to the reader. Each book comes with assessments and journal based coaching pages where they document what they've learned and what they've applied. In addition each book comes with the self analysis link that prompts them to share what they've learned and what they've put into action leading to greater learner application a

Coaching Talks is a dynamic leadership development speaking series customized to your needs. Need help spreading the value and application of workplace coaching? Let us help:

We provide many styles of speaking services:

• We provide virtual keynotes
• We specialize in 4 part virtual series (we always customize)
• We have a unique feature called "Speaker Tracks" where we send to all audience members reinforcement lessons after the talk (to the pc or cell phone), thus keeping people on track after the talk

Get More Info Here:  https://form.jotform.com/241193119118149

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Check out our recent interview during our SMEcast episode with Mike Carroll from intelligent conversations. Mike reveals 7 strategies to how to build the ideal sales team every organization deserves. I personally know Mike and you will find this interview to be highly effective and strategic. If you are looking for an organization to help you grow your sales organization and adapt to the ever fast changing times look no further than Mike Carroll and intelligent conversations. Please see some of my contact information below:

Mike Carroll: [email protected]

LinkedIn Profile: https://www.linkedin.com/in/mikecarroll/

Resources: https://www.intelligentconversations.com/tools

Welcome to Coaching Conversations

We have created a NEW and Innovative line of books called Workplace Coaching Books. These books use QR codes with embedded audio and video lessons speaking directly to the reader. Each book comes with assessments and journal based coaching pages where they document what they've learned and what they've applied. In addition each book comes with the self analysis link that prompts them to share what they've learned and what they've put into action leading to greater learner application a

Coaching Talks is a dynamic leadership development speaking series customized to your needs. Need help spreading the value and application of workplace coaching? Let us help:

We provide many styles of speaking services:

• We provide virtual keynotes
• We specialize in 4 part virtual series (we always customize)
• We have a unique feature called "Speaker Tracks" where we send to all audience members reinforcement lessons after the talk (to the pc or cell phone), thus keeping people on track after the talk

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 Career conversations are now a must more than any other time in our history. When we think about McKinsey's latest research showing 41% of people are actually leaving due to a lack of career development and advancement. Coaching career conversations is about coaching and developing talent for the present and future. We need to find out what people want to do, what motivates them, what they like, what they potentially dislike. We need to have these conversations proactively not reactively.

We all know that we're busy and we have many things to do, yet often what comes at the expense of this is our conversations with our people. Think about a company with a 100 managers, all having proactive conversations, asking their employees what they like and dislike and helping them with their career development. Let's just assume they don't have great conversations, but they have the conversations nonetheless. This would still lead to greater talent development and retention versus doing nothing. Having coaching career conversations is about asking people what motivates them, finding their motivation, and helping them get to an ideal destination of their liking, not just simply what the boss or the organization wants or expects. 

Get The Rest of the Article Here: https://www.linkedin.com/pulse/you-ready-coaching-career-conversations-tim-hagen/?
Get Info On Our Course: How to Have Career Coaching Conversations Successfully: click here

Welcome to Coaching Conversations

We have created a NEW and Innovative line of books called Workplace Coaching Books. These books use QR codes with embedded audio and video lessons speaking directly to the reader. Each book comes with assessments and journal based coaching pages where they document what they've learned and what they've applied. In addition each book comes with the self analysis link that prompts them to share what they've learned and what they've put into action leading to greater learner application aTraining Magazine
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Coaching Talks is a dynamic leadership development speaking series customized to your needs. Need help spreading the value and application of workplace coaching? Let us help:

We provide many styles of speaking services:

• We provide virtual keynotes
• We specialize in 4 part virtual series (we always customize)
• We have a unique feature called "Speaker Tracks" where we send to all audience members reinforcement lessons after the talk (to the pc or cell phone), thus keeping people on track after the talk

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 This post will also not be very popular but I'm OK with that. As an entrepreneur we embody a lot of different positions in terms of the work that we do. It is not for the faint of heart and it is certainly not meant for a certain group of people yet let me just say at times it is very very hard. I also think working in the corporate workplace and managing teams is also very very hard. As we talk about mental health and all of the challenges associated with employees today and those are very really issues, I think we also have to talk about our honest relationship with emotional baggage.

Emotional baggage is when somebody brings their issues from home into the workplace and thrust them upon your shoulders whether with intention or not essentially stating you need to deal with this. It's funny because I've experienced this myself and I can also tell you when I talk to other people they have as well. When people bring in their personal issues into the workplace often looking for people to commiserate with, they are polluting the workplace. With that being said yes, we should be empathetic and find out what people are going through to see if we can help them. If they are not willing to help themselves let me make a bold statement: take the baggage and leave it curbside and move on.

I share this story with great diplomacy and I can give you a story from almost every single company we've worked with similar to this. I had an employee years ago who complained about their job vigorously within the first 30 days. The following comment was made to me with a raised voice” you never have time for me”. What was funny about this comment was I had actually spent the first two weeks of this employee’s tenure every morning from 8:00 AM to 12:00 PM training them. Yet, within 30 days in their minds, I had never given them a minute of my time. The person literally started to stomp their feet outside my office and I began to laugh thinking this is almost humorous. After a one-hour conversation of calming the person down and appeasing them and making sure they were OK I thought to myself ”What the hell am I doing”? 

Read More Here: https://www.linkedin.com/pulse/take-out-emotional-baggage-tim-hagen/?

Welcome to Coaching Conversations

We have created a NEW and Innovative line of books called Workplace Coaching Books. These books use QR codes with embedded audio and video lessons speaking directly to the reader. Each book comes with assessments and journal based coaching pages where they document what they've learned and what they've applied. In addition each book comes with the self analysis link that prompts them to share what they've learned and what they've put into action leading to greater learner application a

Coaching Talks is a dynamic leadership development speaking series customized to your needs. Need help spreading the value and application of workplace coaching? Let us help:

We provide many styles of speaking services:

• We provide virtual keynotes
• We specialize in 4 part virtual series (we always customize)
• We have a unique feature called "Speaker Tracks" where we send to all audience members reinforcement lessons after the talk (to the pc or cell phone), thus keeping people on track after the talk

Get More Info Here:  https://form.jotform.com/241193119118149

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What I'm about to share is not going to be very popular. What I'm about to share is not going to be well received by everybody. The other day, I was talking to somebody that works at a manufacturing plant, and this person was a friend of a friend and the friend had asked me to speak to him and talk to him about his performance. I said, sure, but I said, I don't know the guy so I want to be very clear that I, I'm not going to challenge him as normally as I would. We sat down and we started to talk, and I asked how things were going and he immediately went on complaining about management. He had been at the company about six months now, again, this is not everybody, yet I want to provide a solution at the end. It’s called the co-authored conflict. I taught my guys when I coached volleyball how to do this, I teach this, for people when they do team development. When you co-author conflict, meaning how do we have conversations of conflict when it arises? As the conversation ensued, I started to take notes and I said, would you mind if I took some notes? He said, sure. And I asked him how things were going. I was up to nine things he was frustrated with. And I said, so is there anything else you'd like to add? He said, no. I said, okay. I said, would you mind if I state back to you what I heard? What I heard you say, non-emotionally, just factually are the following. I read back the nine items. He goes, yeah, I think you have it for the most part. 

And I said, well, I'm going to state back something to you. I said, I asked you how things were going. You listed nine things that frustrated you, which you just confirmed. And he had this expression of, oh crap. I said, no. I said, I, I get, I get it. You don't know me. I said, we're just talking. And you've been here six months. I asked you how things were going. You didn't list one positive thing. So, I have two questions for you. Why are you here? And what have you done in the last 12 months to better yourself, professionally and personally? What have you done on your own to invest in you? So again, what have you done on your own to invest in you? And he couldn't answer that question. And I said, so you've been here for six months. You listed nine things. Why are you still here? And he said, well, you know, I, I, I don't know. I, you know, I was looking at a job and you know, I, a friend of mine suggested I work here. I said, so how do you think you've represented your friend who opened the door for you to get this job who asked me to speak with you? He said, well, probably not well. Well. I said, okay, well, this has been a great conversation. He was just shocked. He said, well, you didn't give me your opinion. And I said, yeah, I, I didn't want to give it to you. I didn't know if you're the type of person I'd want to give an opinion to. He said, why would you say that? I said, because I asked you how things were going you listed nine negative things. You've been here six months. You can't answer anything, anything in terms of what you've done in the last 12 months for yourself. So, I'm not so sure you're the best candidate to receive feedback. Again, he has this look of fear and uncomfortableness come over him.

He said, no, I'd really be interested. I said, great. I said, could we do something? He said, sure. I said, when I give you my feedback, I don't want your response. He said, excuse me. I said, I just want you to digest it. I'll get back together with you. I'll spend time with you, but I don't want your feedback in the moment because you asked for it. But if you're asking for it to argue with me, I would just prefer not to have an argument. So, I give him the feedback. I said, geez, you've been here six months, you've listed nine negative things. You haven't done anything to invest in yourself. People like you put yourself in a category of Bleacher people. You sit in the bleachers, you don't go above and beyond the call of duty, l

Welcome to Coaching Conversations

We have created a NEW and Innovative line of books called Workplace Coaching Books. These books use QR codes with embedded audio and video lessons speaking directly to the reader. Each book comes with assessments and journal based coaching pages where they document what they've learned and what they've applied. In addition each book comes with the self analysis link that prompts them to share what they've learned and what they've put into action leading to greater learner application a

Coaching Talks is a dynamic leadership development speaking series customized to your needs. Need help spreading the value and application of workplace coaching? Let us help:

We provide many styles of speaking services:

• We provide virtual keynotes
• We specialize in 4 part virtual series (we always customize)
• We have a unique feature called "Speaker Tracks" where we send to all audience members reinforcement lessons after the talk (to the pc or cell phone), thus keeping people on track after the talk

Get More Info Here:  https://form.jotform.com/241193119118149

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One of the most valuable things we can do as leaders is to position people within our own teams to be what I call influential or internal leaders. Now, just for our own definition, internal leaders or influential leaders are those people who don't have the title yet can help you lead the team. Now, let me give you a really fundamental example. Years ago, I was working with a number of branch managers at one of our client sites at a credit union. And one of the managers said, geez, I've got 10 people. I really don't have time to coach all of them. I am scheduling time with them, but I know that I'm really fractured in terms of my time. And I said, well, do you have some people on your team that you really trust that are well respected by others that could really invest in your team as well?

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And she said, yeah, I've got two people. They're senior. They're great. They're upbeat. They don't really wanna move up in the organization. They don't want people management responsibility and I said, well, what about using them as influential coaches? She said, what do you mean? I said, well, influential coaching sometimes is more accepted than from somebody's boss because it's from a peer. It's someone who's in the trenches. It's somebody who's trusted. She said, yeah, I, I think that's great. And I said, okay, well, let's come up with a couple ideas. I said, what do you want your people to do? More of? She said, we have to ask more questions. We have to upsell and cross sell. It is a core function of what we do, cuz the more we upsell and cross sell, the more we, you know, bring business into not only the credit union, but the more we're allowed to service our, uh, customers.

And I said, okay and what is the resistance? And she said, rejection people don't like to do it. I mean, you're talking to people about, you know, money and it's personal and you're kind of out in the open, it's uncomfortable. And it is. And I really love that she depicted it. So what we did is we worked with two leaders and we said, look, no constructive feedback for 90 days. None! Just when you see it, don't be overzealous. Don't overdo it. Don't be theatrical. Just acknowledge. Just acknowledge what somebody does really well when you witness it. When a member walks away, go up to someone and say, Tom, wow, you really ask some great questions. You really sounded confident. And I loved how you really listened to the member. Now we call these nudges. Yes a little corny and cliche. Those are nudges. So when you go up to somebody and say, wow, you ask great open ended questions. What are we really saying? Keep asking open ended questions. And then when we say you demonstrated active listening, really, really well. What are we really saying? Keep demonstrating active listening. And then when we have someone who might be lacking a little bit of confidence and you say, wow, Tom, you looked and you sounded more confident. What are we saying? Continue to be a little bit more confident. 

 Results? Sales went up over 30 % and the team progressed and the Branch Manager found herself building future talent and saving time!

Wanna Hear About Our 2023 Progress Coaching Summit? Get More info Here: https://form.jotform.com/221653310306039

Welcome to Coaching Conversations

We have created a NEW and Innovative line of books called Workplace Coaching Books. These books use QR codes with embedded audio and video lessons speaking directly to the reader. Each book comes with assessments and journal based coaching pages where they document what they've learned and what they've applied. In addition each book comes with the self analysis link that prompts them to share what they've learned and what they've put into action leading to greater learner application a

Coaching Talks is a dynamic leadership development speaking series customized to your needs. Need help spreading the value and application of workplace coaching? Let us help:

We provide many styles of speaking services:

• We provide virtual keynotes
• We specialize in 4 part virtual series (we always customize)
• We have a unique feature called "Speaker Tracks" where we send to all audience members reinforcement lessons after the talk (to the pc or cell phone), thus keeping people on track after the talk

Get More Info Here:  https://form.jotform.com/241193119118149

Send us Fan Mail

There are specific things people MUST do to develop and maintain trust within organizations:

1.   Go to the source
2.   Avoid sharing with non-sources, people who are not involved (essentially do not gossip)
3.   Be transparent and honest
4.   Provide factual insight versus merely sharing feeling s (emotional interpretation) 

Welcome to Coaching Conversations

We have created a NEW and Innovative line of books called Workplace Coaching Books. These books use QR codes with embedded audio and video lessons speaking directly to the reader. Each book comes with assessments and journal based coaching pages where they document what they've learned and what they've applied. In addition each book comes with the self analysis link that prompts them to share what they've learned and what they've put into action leading to greater learner application a

Coaching Talks is a dynamic leadership development speaking series customized to your needs. Need help spreading the value and application of workplace coaching? Let us help:

We provide many styles of speaking services:

• We provide virtual keynotes
• We specialize in 4 part virtual series (we always customize)
• We have a unique feature called "Speaker Tracks" where we send to all audience members reinforcement lessons after the talk (to the pc or cell phone), thus keeping people on track after the talk

Get More Info Here:  https://form.jotform.com/241193119118149