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.
Coaching Conversations in 2025
Transforming Feedback into a Tool for 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
Check out our Approachability & Coachability series, a webinar-based coaching approach that encourages all leaders and their employees to become approachable and coachable through specific, actionable techniques and strategies. This leads to better teamwork for leadership and creates a positive coaching culture within an organization.
Get more info here: https://form.jotform.com/233023396805051
Are you interested in the latest coaching strategy from Tim Hagen? Check out the new Journal-Based Coaching Guide series, where you can improve critical workplace skills by listening to audio lessons via weekly QR codes from Tim Hagen, and journal what you've learned from the lessons. Current topics include emotional intelligence, motivation, accelerating teamwork, mastering self-regulation, and more crucial workplace topics.
Check out how the new Journal-Based Coaching Guide series works and start your leadership development journaling journey today at https://www.WorkplaceCoachingBooks.com.
One of the greatest lessons I learned, which was over 40 years ago at IBM, is the value of being in control of feedback. Now let's take a step back and let's hear the word feedback. You hear it. Where does your mind go? Does it go to strength-based or does it go to constructive? Uh-oh, I've got to hear this. Now, in 30-some years, I ask this question all the time, all the time. Now, in 37 years, I ask this question all the time, all the time.
Speaker 1:When a boss calls you into the office, what's the employee's first response? I've never, ever, had someone respond to that positively. It's always uh-oh. What did I do? I must be in 40 years ago and I had a great boss, great coach, who said to me if you don't like feedback, go get it before they have to give it to you. I'll never forget that. And she said Tim, if you want feedback, go get it, because if you get it early, you'll learn from it. If you get it early, it won't build up in their minds. If you get it early, it won't build up in their minds. If you get it early, guess what happens? You don't ever feel like you're getting constructive feedback. I'll never forget that Now when I say you're in control of feedback.
Speaker 1:We tend to wait. We tend to wait for someone to give it to us, and then we have this thing called an emotional interpretation. I don't like what I hear, so I'm going to push back. I'm going to come up with a narrative, or I'm going to come up with a story why it's not true, or I'm going to ask for an example so I can rebuttal it away. We are in control of feedback and I often share this with people, and most people don't like to hear this.
Speaker 1:You know, leaders don't want to give you feedback if you're resistant and how often, you know, as kids or our kids, they'll say oh, mom and dad are just bugging me because we give them feedback. Right, they don't want to hear it, they discount it, they push back because they're emotionally interpreting. They're emotionally interpreting, they're emotionally reacting, and when we're emotional, we typically lose logic and we don't use rational thought process. So, as an employee, I think it is one of the greatest differentiating factors you can possess and that is the opportunity, the absolute opportunity, to differentiate yourself by making it easy for someone to give you feedback. It doesn't mean you're always going to be in agreement. Go get it before they have to give it to you.