While the industry has many valuable tools there is a tremendous opportunity of using a dual assessment strategy to bring the manager and employee together for common ground, greater understanding of one another, and a framework to apply coaching strategies. Progress Coaching has created such a strategy using two custom assessment strategies:

Maybe it comes from an idol – someone you’ve looked up to for ages. Maybe it comes from something that motivates you personally at home. Maybe it’s an interaction you had with someone that gave you a huge boost of confidence. Whatever that maybe is for you, everyone has a source for inspiration to be the greatest that comes from outside your company’s walls.

As I was scrolling through my phone this morning, I came across a recent article on Forbes, "Doing This for 5 Minutes Every Morning Can Make You Nearly Twice as Productive". Turns out my daily ritual of scrolling my phone before I even consume coffee isn't setting me up for success. Luckily, I'm not alone. More than 7,000 people have taken the free online test “How Do Your Time Management Skills..

Many people have been in a situation where they are questioning if it is “their place” to step in to coach someone else. In determining your role as a coach, there are factors that should be taken into consideration, such as the impact that your coaching might have on the situation, your relationship to the individual, and that individual’s supervisor if you are not it.

Throughout my daily life, I try to illustrate connections between great customer service and coaching. It's apparent when a company truly embraces what it means to have a great culture when you experience it consistently across an organization. I welcome the millennial stereotype of brand loyalty when it comes to working with or spending money with companies that move beyond simply "talking the..

The phrase "role-playing" universally tends to conjure up sighs, eye-rolls, and groans. Even though this is the typical case, can we all agree that we don't get better without practice? One of the reasons role-playing get such a negative connotation really has nothing to do with role-playing itself, rather it’s based upon how we give one another feedback.

Confidence is a very brittle thing and can be broken in an instant. One of the most fundamental examples of this is when people role-play or practice inside a corporate meeting. After the practice session is completed feedback is provided and for whatever reason people seem to unload on constructive feedback. They will provide one or two things the person did well and then lead with the phrase..

I'm going to say it- it's easier to coach someone else than it is to coach yourself. Just think about it, how often do we latch on to giving our two cents when it comes to anything? From giving our friends some advice on a new diet, telling someone how to optimize their workflow, to relationship advice and how to handle conflict at work. All of these things require little or no acceptance or..

Without practice employees do not arbitrarily improve. Without practice we cannot observe skills and behaviors to reinforce. Without practice employees will not arbitrarily develop confidence. Without practice managers are allowing employees to practice for the first time in front of peers and customers. So what is a manager to do especially when time is limited? Here are five strategies we would..

When I think about learning I think about employees who have gone to a class or maybe an online course and they’ve experienced knowledge dissemination or skill development. Where does coaching come in?

Let’s take two scenarios to illustrate this point. First, somebody attends an internal corporate workshop where he or she have learned the valuable material and engaged with his or her teammates..