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
Welcome to Reverse Engineered Coaching
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
For many years we've had the battle of training leaders, how to coach, training coaches, how to coach. Yet coaches typically have a pretty specific objective right To go provide coaching. Now, when I think about leaders, you know we often get the objection and I think HR, I think training departments do, is they get the objection of well, I don't have time, you know how long is this going to take? And I've always laughed at that because when I think about it and I think that the objection is real, I don't think people are making it up Yet. I also think it really masks another set of reasons of why leaders don't coach. They don't know what to do and they don't know what to say. And recently we kind of stumbled upon a methodology by about four or five of our clients asking for information, and one in specific, somebody said that they had a leader come to them. They reprimanded an employee and the boss of the employee said do you know what's going on with her? And the boss said no, why? And he said do you know her husband has stage four cancer? And the leader said I had no idea. So the leader looked at us in a group setting and said do we even know each other and I've always contended we don't. I think we should have social conversations every two weeks with an employee we don't know. Well, it'll tighten the fiber of an organization.
Speaker 1:And then we had another client talk about motivation. You know, really you know understanding everybody's motivation. And we went around the table and it was a mid-level manager group. There was not one person who could detail what motivated their employees. They had a pretty good grasp of what they wanted to do to motivate employees. That's motivating someone. That's not understanding their motivation. Are they intrinsically motivated, like they love their job and they want to get better at certain parts, or are they extrinsically motivated, meaning, are they motivated by what they're currently doing as an apparatus or a stepping stone for something more? Are they motivated by working in a collaborative team environment or did they like to work on their own? Nobody in that room could answer it. So then I just recently had an interaction with a financial services firm and I was in a meeting with a person that you know I don't know if I've not connected with him, I've kind of connected with him and all of a sudden we went into a meeting room and we did one of our social coaching. Conversations came out, we had a blast Total connection.
Speaker 1:Now somebody might be hearing this saying well, it's not all about social connections, it's not all about, you know, fun conversations. No, it's not. Yet I want to introduce you to a concept called reverse engineered coaching. Reverse engineered coaching. So we then had another client and the reason I introduced that concept now is they said we want to know what's going on out in the field. And they said you know, we need to have you know coaches of coaches.
Speaker 1:You know, viewing those conversations, and I kind of cringed a little bit. And one gentleman said why does that make you uneasy? And I said well, to be candid with you, when I'm coaching someone, I don't want someone sitting there evaluating me. It's going to create a disingenuous environment. They both said yeah, yeah, you're right.
Speaker 1:And I go what if we did this? What if we told them the information we wanted to know? We don't care how you get it. Yet we're going to go back to the person that you're coaching and we're going to ask them how you got it. And one of the bosses or the leaders of this organization looked at me and said why would you do that? I said because you could simply go up to someone and say just tell me your motivator, I got to fill out this sheet. No, you got to genuinely find out.
Speaker 1:So what we've done is we've itemized information. We've itemized information that you know you need to go get, and then we've created an apparatus to collect that information and provide visibility, not just to the coach who's collecting the information, to the person they're actually coaching and to the coach's boss. Fully scaled coaching. Reach out to us if you want to hear about this or see this in action. We stumbled on this and I kept thinking, wow, this is different, because we do so much training. We have our cohorts, we have what we call our coaching pod sessions, we do one-on-ones, we practice, we prep. There are AI tools out there. There's a great company that measures coaching conversations called Interflexion, but I think we might have a missing piece. Have a missing piece and that is what are we trying to learn? And what if we told our leaders, no-transcript.