The ABCD of Coaching

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.

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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

Progress Coaching 360 is a dynamic leadership development system that equips managers and teams with powerful coaching skills through a blend of training, real-time practice, peer learning, and feedback. It combines expert-led instruction, a train-the-trainer model, group coaching certification, and monthly coaching pods where leaders practice, share wins, and tackle challenges. With built-in accountability and hands-on application using Coaching Cards and best practice sessions, Progress Coaching 360 turns coaching from theory into action—building a sustainable culture of growth, feedback, and performance.

Progress Coaching 360 teaches leaders how to coach and employees how to develop coachability skills. This unique combination helps build great workplace cultures.

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Transcript

Speaker 1: 0:37

Coaching has certainly grown in the last couple years, certainly due to the pandemic, and it has drawn attention to coaching. Now, we've been teaching progress coaching for the past 29 years, and let me just say this. We go through different iterations, we update the course, we add different modules and things like that. And what we've come to a conclusion of is how do we go about making this really easy? And I wanna walk you through the B, c D of coaching. The A is awareness, and one of the things that I've cited over and over again, and I love her work is Tasha Yurick. In her book called Insights, she did a study where she showed in a survey, 95% of people said they were highly self-aware. Then when she tested them, she found out only about 10% of people were somewhat aware. Think about that. That's a huge gap in how we see ourselves. So awareness not only is for the person being coached, but we as leaders have to be aware of how we come off. And I think about assessments like disk. Now I happen to be a combination of a di. I can be very influential and I can be very dominant knowing that knowing I might be dealing with different people, I have to be aware of how I need to flex my leadership style. So it's received more openly and professionally. Now the B is building coaching plans. We have to be able to build a plan. Our businesses require strategic plans. It's no different than coaching in individual. We have to have a plan. Now here at Progress Coaching, we teach something called quos, q a, lms Questions, activities, learning projects, which is our conversation. Model M is the motivator. What's in it for that person specifically in terms of their goals? And ask supplemental coaching, which scales coaching by teaching non-time intensive coaching strategies. Then we get to the C. The actual coaching, I'm going to make a very bold comment. If we do not practice, we will never become great leadership coaches. It doesn't just happen cuz we show up much like a strategic plan. The strategy never works unless we really know the plan to follow. The same thing happens with coaching. Not only do we need to practice, but we need to schedule it and maintain that cadence of coaching. The D determine progress. We have to have a determination of where our people are at. Now we teach this at progress coaching through three levels of change. So if somebody is coaching someone, I'm becoming a more positive, influential teammate. They're gonna go through three levels of change, effort, progress, and results. So think about that. You can't just have results without effort. You can't just have results without progress. It just doesn't work that way. It's like going up to a salesperson and

Speaker 2: 3:35

Saying, You're at 80% of goal, We need you at a hundred by the end of the week. If that worked, there probably wouldn't be a coaching industry. So people go through three levels of change, effort, progress, and results. It is critical that we understand where each and every one of our employees are at and inside those levels of change, there are different determinants of what to do. So if someone is lacking effort, you may get to a conclusion, Is this person even worth coaching? Now we don't like to share that because sometimes people give up too soon. Progress. If we pinpoint where people are progressing, not only does it heighten our awareness, but it also heightens their awareness. And then results become much more predictable and sustainable with the power of effort leading to progress, being recognized by a good coach. Coaching the c d of coaching is awareness. Build coach and determine.