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
Mastering Feedback: The EAT Method for Personal and Professional Growth
What if feedback wasn’t something to dread, but a tool for growth? In this compelling episode, we unravel the intertwined concepts of approachability, coachability, and feedback. We'll redefine feedback as valuable insights, perspectives, and observations, rather than a trigger for defensive reactions. By building a healthy relationship with feedback, and learning not to simply agree or disagree but to embrace it with emotional control, we can significantly enhance our professional interactions.
We introduce you to the transformative EAT feedback method—Embrace, Ask, and Tell. Learn how to express gratitude for feedback, ask for specific areas for improvement, and articulate your action plan for accountability. By conditioning your responses and disrupting negative psychological triggers, you can foster a positive and professional attitude toward feedback. Join us to master emotional control and leverage feedback for your personal and professional growth.
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
So, when it comes to approachability and coachability, I also think we have to understand there's an interwoven connection with this thing called feedback. Feedback is a loaded term. I actually hate the word feedback. I like to use words like insight, perspective, observations. Feedback just triggers people, it just does. Yet what I would share with you is this. Yet what I would share with you is this At the foundation of what we need to do as really good employees is to develop a healthy relationship with feedback.
Speaker 1:Now notice I did not say make sure you agree with all feedback. Yet that is at the foundation of where people get in trouble. We discount feedback based on our agreement or disagreement. So if a boss comes to me and says Tim, you were late for work again today and I know I wasn't late I want to argue that away. Yet I don't really think about it. I said well, where did you get the understanding I was late? Well, so-and-so told me. So it's not a factual representation and we get triggered emotionally when we hear things we don't like.
Speaker 1:So one of the best things that we can do and I would encourage you, we have a whole course, we actually have a certification program for trainers is to do something called EAT feedback. Eat is embrace, ask and tell. Embrace thanks for the feedback. Ask where do you think I could specifically improve to get here in time for work or what I could do to clear up that reception for you. And then the T is let me tell you what I'm going to do with your feedback, which is accountability and ownership.
Speaker 1:What it uses at its core is something called psychological disrupts, because if my boss says, tim, you're always late and I'm using a really bland example my first reaction is anger. What do you mean? I'm never late and, by the way, I'm never late. I'm never late for meetings. So if somebody said that to me, I probably would feel a little bit triggered. Yet if we become and I want you to write this down when we start to develop conditioned responses of emotional control, conditioned responses of emotional control, we start to embrace, we start to develop a more positive relationship and we start to utilize this thing called feedback much more plausibly and professionally.