The Coaching School
Welcome to The Coaching School—the podcast where leadership development is taught like a cooking school.
We've reimagined our long-running Coaching Conversations podcast into a practical, engaging learning experience designed to help leaders become exceptional coaches.
At The Coaching School, we believe coaching isn't a personality trait—it's a skill that can be learned, practiced, and mastered.
Every episode gives you another ingredient, another recipe, or another secret sauce you can immediately use to develop your people.
Our Coaching Ingredients are the different types of coaching every leader should know—from one-on-one coaching and group coaching to peer coaching, observational coaching, career coaching, self-coaching, and AI-assisted coaching.
Our Coaching Recipes combine those ingredients into proven, step-by-step approaches for real workplace challenges. Whether you're coaching accountability, motivation, communication, teamwork, difficult attitudes, performance improvement, emotional intelligence, or career development, we'll show you exactly how to structure the conversation.
Then we share the Secret Sauces—the small coaching techniques that create extraordinary results. You'll discover powerful questions, accountability strategies, learning projects, recognition techniques, feedback models, motivational approaches, and practical coaching habits that transform ordinary conversations into meaningful moments of growth.
Every episode is designed to be practical, actionable, and easy to apply. Our goal is simple: help leaders feel more confident coaching their employees while helping employees feel great about getting better.
Whether you're a new supervisor, an experienced executive, an HR professional, a coach, or someone passionate about developing people, The Coaching School will provide you with the tools, frameworks, and confidence to coach more effectively.
So grab your notebook, pull up a chair in our coaching kitchen, and let's start cooking up stronger leaders, stronger teams, and stronger workplace cultures.
The Coaching School—where great leaders learn the recipes that help people grow.
The Coaching School
Are You Accidentally Pushing Away Career-Changing Advice?
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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
Coaching Talks is a dynamic leadership development speaking series customized to your needs. Need help spreading the value and application of workplace coaching? Let us help:
We provide many styles of speaking services:
- We provide virtual keynotes
- We specialize in 4 part virtual series (we always customize)
- We have a unique feature called "Speaker Tracks" where we send to all audience members reinforcement lessons after the talk (to the pc or cell phone), thus keeping people on track after the talk
Get More Info Here: https://form.jotform.com/241193119118149
Introducing the EAT Feedback Method
Speaker 1Are you ready to eat ? Are you ready to eat feedback ? When I think about eat feedback , it is an acronym and a methodology that we teach for people who want to become approachable and coachable , and that includes individual contributors and leaders . I think one of the most powerful things that we can do to give somebody who's our leader , and even our peers , is the power of approachability and coachability . You know , we don't talk about this and we don't teach it in our school systems .
Speaker 1Our reaction to feedback speaks to our character . It speaks to our communication . It speaks to our ability to confront or be confronted , our ability to be collaborated with . And if we are always rebuttaling feedback such as well , can you give me an example ? And then we explain it away or we say things like , oh , okay , and we walk away and say , well , totally disagreed with that feedback . What we're really doing is cutting ourselves off . Yet we are sending a message to the other person
Why We Resist Feedback
Speaker 1and we may not say this is our intent . Most people will say it's not their intent . We are pushing people away from us . We are basically saying to that person or saying to other people get away from me . Now . Someone listening to this might say no way , I said , if I fold my arms and I roll my eyes , I am telling somebody don't ever give me feedback again . So it's not fun , it's not sexy , it's not exciting , it's very uncomfortable . It's like scratching a chalkboard .
Speaker 1Practice getting feedback . You will exponentially differentiate yourself within 30 days . How do you do that ? You eat feedback . Eat is an acronym from brace .
Speaker 1Ask and tell . So if someone comes up to me and says , Tim , when you were doing your presentation , you were speaking really fast and I do , by the way , you can probably tell really fast and I do , by the way , you can probably tell and I work on it , and so I'll tell people , give me feedback , even give me like a hand signal to slow down , and then I'll take a deep breath . But when someone gives me feedback and I ask for that feedback and say , well , no , I had a lot of content to cover , I'm basically saying don't give me feedback . I invited it . But now I'm slapping your hand when you put your hand out with a gift of feedback and we often say you know , feedback is a gift .
Speaker 1No , feedback really sucks at times because nobody really is conditioned to hear things about
How to EAT Feedback Effectively
Speaker 1themselves that they don't like . So we have to reframe our relationship with it . Number one feedback is perspective . It is not always cloaked in accuracy . It does not mean we dismiss it . Number two we typically accept or not accept feedback based on agreement or disagreement .
Speaker 1So if somebody says to me you didn't cover this subject well and I start to defend it , I've cut myself off from clarity . And the foundation of my rebuttal is I disagreed with the feedback ? And when we're in the moment of getting feedbackbuttal , is I disagreed with the feedback ? And when we're in the moment of getting feedback , we don't like to hear , we're not rational or logical , we are emotional and we take things out of context and we feel defensive . So how do you combat that ? You eat it .
Speaker 1So when someone says , Tim , you're talking too fast , I embrace it by saying , first of all , thanks a lot for the feedback . Let me ask you what specific suggestions would you give me ? And someone says practice deep breaths , Put a note by your presentation notes and where it says take a pause , take a deep breath , Kind of like what I just did right now . And then when somebody gives me that and they've answered my ask , the A of eat , I then tell them what I'm going to do with their feedback and I say , well , Lisa , it's a great suggestion . I'm going to do exactly that . Guess what just happened ? Lisa is now more willing to give me feedback than someone who rebuttals or fights or resists the feedback .
Speaker 1It's human nature . You're going to gravitate to the people who are accepting . You're not going to gravitate to the people who are not accepting . So the next time , and if you really want to become great and you want to feel different within 30 days , go up to friends , go up to peers , go up to subordinates , go up to upper level managers . Certainly go to your boss and ask for feedback . And here's
Practical Steps for Gathering Feedback
Speaker 1how you do it . What are two things I'm doing really , really well ? And what's that ? One area where you would encourage me to improve it doesn't have to be cloaked in constructive feedback that area where you can improve , you'll feel better about it . And then , when you're done , or they're done , you eat the feedback . You embrace , ask and tell , and you'll notice a huge difference within 30 days .