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Are You Taking Your Daily Supplements?

By Tim Hagen on Thu,Dec 14,2017 @ 12:43 PM

 

Supplements are so prevalent here in the United States that they have their own storefronts, loyal fan-bases, and are even touted across cable networks due to their popularity. Scientific evidence shows that some of these are beneficial to our overall health, but on one condition- they are most effective in conjunction with overall healthy behavior like diet and exercise. You can't take a magic diet supplement, for example, and expect to lose weight, all while pounding cheeseburgers and beer (wouldn't that be AWESOME?). So, in order to get the most out of your supplements, you need to support it with a healthy lifestyle.

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Using Video To Coach

By Tim Hagen on Tue,Oct 17,2017 @ 11:56 AM

Recently, we created a module called video-based coaching. The module teaches specific strategies of how to leverage video as a coaching tool versus always a manager or coach as the sole provider of coaching. We live in a video age and I thought about writing this long-winded articulate article sharing my wisdom until I saw the following video. I think this video will do most of the teaching of how video can impact people's emotions and choices which goes to the basis of what coaching really is-please share your impact or insight of this video and how video can be utilized to coach: Greatest speech I Have Seen
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What Successful Coaching Cultures Do to Develop & Retain Top Talent

By Tim Hagen on Tue,Oct 10,2017 @ 12:00 PM

Coaching is the new leadership. The days of leaders commanding and demanding people with little to input are way behind us. People crave strong leaders, but they also want an opportunity and a platform to share their ideas and insights.

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How a Dose of Conflict Can Be the Perfect Cure

By Tim Hagen on Mon,Oct 09,2017 @ 03:42 PM

When you think about conflict, or confronting someone, does it make you nervous? Doesn't it make a lot of people nervous? I want to share a notion with you that conflict, in certain moments, can be unbelievably healthy. Let me give you a couple of examples.

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Make Positive progress a priority

By Tim Hagen on Thu,Sep 21,2017 @ 03:31 PM

One of the toughest things that we go through is our ability to recruit employees. The toughest thing we need to consider is that the world is shrinking and it is very easy for candidates to find out what our organizations are like as well as specific managers and their leadership styles. A brief example might be a candidate going to work for a company and not knowing much about the company. What will the candidate do knowing he or she may have multiple offers from different companies? They may go to LinkedIn and see if they know anybody at the company. This is where a manager's personal leadership brand becomes evident or least it’s perception. A candidate might call someone at the company to find out what that boss is like. On one hand what if the boss has a reputation of not being very engaged and occasionally flies off the handle yelling in staff meetings? On the other hand what if the manager is engaged and has developed a relationship of being positive in a great developer of talent?

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Coach to the Issues and NOT Just the Situation

By Tim Hagen on Thu,Aug 24,2017 @ 11:35 AM

The most fundamental mistakes managers make when they're coaching is that they coach to the situation and not to the issue(s). Let me give you a brief example. Let's say you walk by and you hear three people at the water cooler gossiping and talking negatively about other people. You hear them demonstrating very mean spirited comments. They are really being poor teammates and employees. Often, we might address those situations feeling like we've corrected them when in fact we have not even started to coach to the real issues which might be poor attitude or a lack of teamwork or not upholding corporate values and principles. We tend to have managers thinking about coaching as an apparatus to fix things or to adjust people.

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Motivating Managers to Coach

By Tim Hagen on Tue,May 23,2017 @ 09:10 AM

What's been a pleasant surprise in the last two years is that the coaching industry and the coaching movement has gone from this concept of, "It would be nice to coach if we had time," to organizations stating, "We must coach our employees." This has been, needless to say, refreshing.

This still begs the question- how do we motivate our managers to coach?

This article is not about how to coach, but how to continue to push our managers up that hill, since time is not an ally when so many managers today wear so many hats.

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Attention Executives-Your Managers Need to Coach, but So Do You!

By Tim Hagen on Fri,Apr 21,2017 @ 12:59 PM

One of the questions I receive frequently from managers is about getting their managers or executive team to coach them. They often fear retribution if they bring it up- as if they are crossing a line. When we provide our program to organizations, everybody says you should start with the executive team, which I agree with, but often it gets pushed down to management levels below the executive team. Executives are incredibly busy today, but so are managers below this level!

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How to Engage in Coaching

By Jordan Schmitz on Fri,Jun 26,2015 @ 09:55 AM

When you hear the words engagement and coaching used together, you generally think about your employees. Are they engaged enough in their work and with each other? What can I do as a coach to improve their engagement? However, one of the most important questions generally goes unasked. Am I fully engaged in my coaching and with my employees? As a coach, it is important that you are 100% engaged.

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Are You Coaching to Positive Attitudes?

By Jordan Schmitz on Wed,Jun 24,2015 @ 11:21 AM

Bad attitudes are a choice. However, they are a choice made by one person, that can affect an entire company. As a coach, you should always be coaching to positive attitudes, regardless if bad attitudes are present in your employees or not. Coaching employees to have positive attitudes can help prevent bad attitudes in the future. 

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Coaching Leads to Progress

By Jordan Schmitz on Thu,Jun 11,2015 @ 11:39 AM

The purpose of coaching is progress. We coach to help employees progress toward their goals and eventually achieve them. Coaching is the means to a successful end. Progress can be seen in many aspects of an employee and their work. Motivation, attitude, engagement, effort, relationships, etc. all show how an employee is progressing, and each of those aspects is developed by coaching. Progress develops from good coaching techniques. Here are 7 coaching techniques to help increase progress.

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Do Your Employees Feel Connected?

By Jordan Schmitz on Mon,Jun 08,2015 @ 10:50 AM

 

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Is Your Coaching Feedback Being Received?

By Jordan Schmitz on Fri,Jun 05,2015 @ 11:24 AM

The phrase "Communication is key" can be applied to almost any situation. Communication is how tasks get done efficiently and correctly. Giving feedback is one of the most important types of communication, without feedback, people wouldn't know if what they are doing is correct or if they could improve. As a coach, giving your employees feedback is one of the most important things you can do to improve performance, teamwork, and attitude. 

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3 Questions to Ask An Underperforming Sales Person

By Tim Hagen on Wed,Jan 07,2015 @ 07:20 AM

Sales people can have bad years but they need to be honest with themselves. When asking a sales person why they had a down year the typical response is the economy was bad or our marketing was subpar or our industry was in a downturn. You rarely hear “I was not very good at needs-based selling and my negotiation skills are terrible”. Gosh I hope you are laughing! But guess what good sales people sell in tough situations and economies. Here are the three questions you should ask a sales person who is struggling or coming off a down year:

  1. What are you willing to do to improve in specific areas that will enable you to drive your numbers upward? If they stall you may have an employee NOT vested in getting better and time is now a question whether to invest in them.
  2. What are the two specific skill or knowledge areas that if improved you feel would elevate your sales to another level. If they cannot answer they are not aware and not even looking in the mirror. This will start the coaching relationship.
  3. What is something that you were specifically doing at this point on your own that will allow yourself to improve? It’s critical sales people are reading or reviewing material all the time to improve and if not it speaks volumes about their true investment in themselves and their careers.

These questions go to the element of Will and Skill. All too often we tend to throw training at sales staff when underperforming or provide them with mandates to raise their numbers; nevertheless, it does not work. Sales people have to practice consistently and on a scheduled basis for performance to improve that enable numbers to consistently improve.

Your thoughts? Suggestions?

 

7 Methods to coaching Positive Attitudes

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Coaching Teams in 4 Steps

By Tim Hagen on Tue,Jan 06,2015 @ 04:45 AM

You know the term "Silos" when we desribe teams that do not work well together. Why is it? Why do people struggle to work with one another at times? Sadly, it takes sometimes just one person to break down the fiber of a good team.

There are four steps to building a really good team:

  1. Establish Rapport - this is where we build awareness of one another as people by doing activities that facilitate communication and introduction to one another's strengths’ and personal attributes.
  2. Establish commonality -this is where we begin to have an understanding of one another as people after attending some type of activity that facilitates awareness of one another. Often people have things in common we normally do not take time to even discover.
  3. Build awareness of issues -this is where we communicate issues where we have strengths and opportunities to work better together. This is the stage where most struggle start to occur in terms of teams working well together or not working well together. The key is to simply share perspectives and issues with one another and have NO response, meaning people cannot argue or rebuttal. They simply have to listen which is where most teams struggle.
  4. Action - Take action on the awareness of specific issues.
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