Coaching Conversations in 2025
Coaching Conversations with Tim Hagen, where we teach leaders and managers how to coach their employees. This is the ideal podcast for leaders, managers, and aspiring leaders to improve their coaching and leadership skills to create a more positive coaching culture within their teams.
In 2025, we're doing weekly podcasts on various coaching topics and strategies that will rotate throughout the month, as opposed to 2024 where the weekly episodes featured a monthly theme. Coaching Conversations will continue to have four episodes per month and we're going to sprinkle in masterclasses, which will be lengthier, workshop-style formats.
We also invite you to join the new FREE e-publication, the Workplace Coaching Times founded by Tim Hagen. This weekly newsletter contains expert insights on coaching strategies on specific topics like sales coaching, leading with empathy, and self-awareness techniques, and much more. We're a community of leaders, managers and coaches transforming workplace challenges into coaching victories—one conversation at a time. Subscribe here: https://coachingtimes.beehiiv.com/subscribe
Coaching Conversations in 2025
Unlocking Team Motivation: The Power of Career Development Conversations
What if the key to a motivated team lies not in your hands, but in their aspirations? You're about to discover the art of stimulating career conversations that ignite passion, foster development opportunities, and drive motivation. With a startling 41% of employees seeking new jobs due to a lack of career development conversations, we delve into the power of understanding what truly motivates your team.
Are you ready to transform your team's outlook? We'll equip you with a set of potent questions, from 'What motivates you?' to 'What would you love to be doing?', that will not only help you understand your team better, but also spark their imagination and fuel their career drive. Let's uncover the untapped potential of questions in shaping career aspirations, fostering motivation, and building stronger teams. Let's redefine leadership as we bridge the gap between present state and desired career paths, all while creating a positive ripple effect on your leadership brand.
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.
Get More Info Here: https://form.jotform.com/251187914739165
When having coaching career conversations, we have to ask ourselves why and I think about McKinsey, who did a great study in Q4 of 2022, talking about career development and career coaching that 41% of people today in the workplace were looking for jobs due to low or a lack of career development conversations or career development opportunities. So it begs the question how do we have these conversations? Now, we live by something here at Progress Coaching and we talk about never, ever, ever, try to motivate until you first understand what motivates. So if I'm motivating someone to a job and the person's kind of like I don't really like this job, it's okay. Yet I want to become a future leader or I want to work more with marketing or data analytics. Even though my intentions are good and great, I've fallen short because I don't know what they want, the whift, what's in it for them? Now, if I'm coaching someone who wants to go into marketing and data analytics and they're in a job they kind of like, the conversation could go as follows Well, mark, assuming that we do a great job in your current role and it positions us to tell a great story, how do you think that could manifest itself into an opportunity for marketing and data analytics. What that does is it ties both situations together.
Speaker 1:So, first and foremost, we have to understand what is the motivator and we have to ask questions. Here are some questions you can use. What motivates you? What does your end game look like? What's your desired state? What's your next move look like? What would you love to be doing? What would you like to be doing? What would you like to potentially have taken off your plate that you wouldn't like to be doing? Futuristically, you have to get a snapshot of what they want or where they want to go, as best you can. Sometimes it takes multiple conversations woven together. Now, with that being said, what that does is it presents a very unique opportunity, and that opportunity is to get them also thinking. Questions trigger different responses, different thought processes. Neurologically, it gets them thinking differently.
Speaker 1:So if I go up to someone that say, well, mark, if you do this job, you can get promoted, and Mark's thinking to himself, I don't even like this job and I don't want to get promoted. I don't want to be a people leader, it's like two ships passing in the dark. My intentions are great, yet it's not in congruence with where he wants to go, versus saying Mark, what do you love about your current job? What do you like about your current job? Potentially, what would you like to have taken off your plate as it relates to your current job? And if Mark says, you know I like my job, I'm not sure there's anything I really love well, that means you know what. He's probably not going to be in that position for much longer. And then when you ask, well, what would you like to be doing, what would you love to be doing? And he starts to describe it, you now can actually bridge that gap. You can build the bridge, and what you then do is you create a more motivated employee in their present state, even though it's not going to be for long, potentially. Yet it creates a representation of your leadership brand.
Speaker 1:We have to ask questions. Here are the questions again what's your end game? What motivates you? What do you want to be doing? What would you love to be doing you're not doing now? What would you like to be doing that you're not doing as much of right now? And what those do is it gives you an understanding, yet it also triggers their thought process. Questions are the key to understanding motivation and career development aspirations.