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..

The coaching industry is growing by leaps and bounds. With that being, said I think we have to be very conscientious of the reasons why we need to coach and not just for the traditional reasons of engagement and performance development, but more organizational reasons as well.

To be blunt, the elephant in the room is always the manager's perception of they don't have time to coach. We hear that at every client site when we start. I always laugh at this because I think if somebody leaves me and I have no time to coach them how when do I have time to even interview somebody to replace them? On the other hand, I think we're asking managers to do more and more than we ever..

I’m not the type of person who complains about any customer service error. If a cashier is rude to me, it’s not a big deal; they’re probably having a bad day. If something I order online takes way longer to arrive than the website told me it would, I live with it. If the meal I order isn’t exactly what I receive, I usually just eat what I get.

First of all, millennials are incredible people, and let me also share this major suggestion with you-not all millennial's are alike! Treat each and every employee, including millennials, on their individual merits, characteristics, and opportunities for growth. We tend to categorize and label people too much, cutting ourselves off from truly learning what each individual is about and what they..

This is written by 16-Year-Old Daughter Bridget: Trust me I did not edit one word as you will see: Well Done Bridget!

My family has a running joke about my father’s intelligence - or, really, his lack of intelligence. We joke that he’s been lying to us for years about graduating college, that he’s never actually read a book, and that my brother and I must be the products of either infidelity or..

This article is written by Peter Mclees: https://www.linkedin.com/in/petermclees/ One of our Progress Coaching Partners.

Conflict can be…well…difficult. Perhaps you can associate with the idea that our best selves do not always show up for the occasion. Before we know it, we’re drowning in conflict and our emotional intelligence becomes emotionally dense while a fire-breathing dragon replaces our..

A foundational building block at Progress Coaching is the knowledge that the number one factor that motivates people for success is a sense of progress. We didn’t just pull that out of the air. In an extensive study completed by Teresa Amabile out of Harvard Business School, 76% of participants felt most motivated when they had the sense that they were progressing or getting better at their job.

People in my industry, including myself, talk an awful lot about “Feedback.” To a degree that makes it seem like it’s this huge, daunting thing. It has gotten to the point where we talk so much about feedback and emphasize the importance of feedback to such a level that we forget one important truth. Rather than being a huge deal, or something to be afraid of, remember that feedback is a..

Although it is impossible to control another person’s attitude, it is possible to make an impact on someone’s attitude whether it be negatively or positively. Often times, attitude is only addressed when it poses a problem or starts out poorly and gets worse. Positive attitudes are rarely addressed, and rarely do we invest in the good things while rewarding positive attitudes. Coaching can help..