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
Turn Workplace Conflicts into Catalysts for Growth: Expert Strategies Revealed
What if addressing workplace conflicts head-on could be your organization's secret weapon for growth? In our latest episode, we sit down with a seasoned expert with over 30 years of experience who reveals why the lack of effective conflict management is the number one hindrance in the workplace. We promise you'll walk away with actionable strategies to transform negative experiences into opportunities for improvement. By targeting the source of conflict and avoiding the trap of spreading negativity, you'll discover how to prevent a chain reaction that can devastate workplace morale.
Our guest emphasizes the power of candid, targeted communication and shares practical techniques to handle conflicts constructively. Learn how to stay present, take deep breaths, and ask clarifying questions to slow down heated conversations and foster rational, objective dialogue. Through compelling real-life scenarios and hands-on exercises, you'll gain the skills to turn conflicts into a catalyst for positive change. Don't miss this chance to uncover the hidden opportunities in workplace conflicts and elevate your organizational culture.
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
The greatest opportunity we can have in the workplace. I believe today and I've had this question asked of me for 30 plus years what do you think is the number one thing that hinders the workplace? I said it's our ability to be candid and targeted with conflict. Let me explain that. When I say targeted, that means talking to the source, where the conflict resides. So if I'm having problems with another manager of another department, what do most people do? They complain about that person to three other people, and that creates a domino effect that absolutely can destroy workplace cultures. Let me explain. Do you know?
Speaker 1:On average, when someone has a positive experience, they only tell up to three people, yet we tell up to 22 people when we have a negative experience. So if I'm in a meeting and I have a bad experience with somebody, what do I do? I'm emotional, I'm upset, I'm angry and we have this knee-jerk reaction to tell other people about it. So when I tell three, four other people guess what they do? We don't think it happens, but it does. Even people we trust we don't think it happens, but it does they tell three or four people themselves. Now there's 16 versions.
Speaker 1:Now, as corny as this sounds, go watch a reality show and listen carefully. I love watching some of these real estate shows because I'm a big fan of real estate and I'm lucky enough to have a couple of properties and one of the things that I just love to watch human nature, because people say, well I feel, well I feel. And everyone leads with their emotion. When we're emotional, we are not accurate, we are not rational, we are not objective. So when I say Bob attacked me in that meeting, now Bob interrupted me because he had a really good idea, and what happens is it takes on a life form of its own. So number one conflict is every organization's opportunity. I'm going to say it again Conflict, the ability to have conversations of conflict, is every organization's opportunity. I'm going to say it again Conflict, the ability to have conversations of conflict, is every organization's opportunity.
Speaker 1:Number two teaching people how to have those conversations is critical. Being present, taking a deep breath before your response, present, taking a deep breath before your response, asking for clarification before you offer an opinion, will slow down the conversation. So recently with one of our clients, we actually practiced this Before you responded, everyone had to take a deep breath Before you responded, and after you took the deep breath. You had to ask a clarifying question. Could you give me a little bit more substance? It wasn't, give me an example, because an example triggers people to rebuttal the feedback or rebuttal the conflict. Conflict is a wonderful opportunity.