The Coaching Card Revolution

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.

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Chapters

• 1:13 Are Leaders Actually Coaching?
• 1:51 Real-World Coaching Verification Gap
• 2:38 Introducing Coaching Cards System
• 4:07 Transparent Coaching Documentation Process
• 5:26 Reinforcement Tracks for Continued Development
• 6:13 Call to Action

Transcript

Speaker 1: 0:37

How do we know after training, if our leaders are really coaching?

Speaker 1: 0:42

You know, currently at Progress Coaching, we're building a machine learning model that will actually measure conversations. People can record their conversations and then upload the transcript into this tool. Now, does that really depict the real world? Yes and no. So how do we really know that people are coaching? Think about that. How do we really know? Now I want to share with you and this was just at a relatively new client where the leaders were in our cohort, which we call coaching pods, and they're talking about their coaching, and then we also meet with individual contributors, the people being coached. Now we do a whole segment around approachability and coachability. We teach people, seek feedback, because conversations like this have to be multidirectional and we sat down with the individual contributors of these leaders in the cohort and I think more than two hands were raised. When we asked how many of you are having regularly scheduled coaching sessions, only two hands went up, yet all the leaders said they were coaching.

Speaker 1: 1:47

Now let me defend the leaders. They might be coaching and the employees may not be knowing it Yet what information is being derived? What are we learning as leadership coaches? I want to introduce you to a concept called coaching cards. One of the things that we have developed here at Progress Coaching and this is going to come off a little promotional, so forgive me it's really around coaching with the end in mind. So let's say, we're going to have a career coaching conversation or a motivation coaching conversation and we're going to find out where somebody wants to go with their career, and a leader is going to have that conversation with his or her employees. How do we know that the conversation took place and how do we ascertain what they learned? Wouldn't the boss of that leader want to know how the conversation went, outside of just the narrative? So what we've actually built is something called coaching cards. They are modules, yet these are modules that collect information. So if a leader goes out and has a career coaching conversation, they are going to identify the current state, maybe the ideal state, maybe where somebody wants to go inside or outside the job. How do they have that conversation? Well, the current state, maybe the ideal state, maybe where somebody wants to go inside or outside the job. How do they have that conversation? Well, the coaching cards not only have an educational module, but they also have a downloadable PDF that gives them the exact questions to ask to have that specific conversation. And then what they do when they're done with the conversation is they fill out the form. Here's what I learned. Thus, coaching with the end in mind.

Speaker 1: 3:27

Somebody asked well, how is this different than training? I said they can't fudge it. The only way they can fill out this form is to get the information. The only way they can get the information and the person finishes the statement is to ask the questions. I said exactly, it is really exciting because it's a low-end technology solution with vast value.

Speaker 1: 3:51

Here's the other cool thing when the conversation is done, okay, the person doing the coaching will put in the person that their coaching's name and email address, but also their boss's name and email address for what we call skilled coaching. So if I'm coaching somebody named Susie and I'm having a career conversation, she'll get copied on it. Now she might look at the results of the conversation and say hold on a second, I don't want to become a first time leader, and maybe I just misunderstood. It allows for clarity between the coach and the coachee. Now, if the coach also says you know, I'm struggling with coaching Susie, now my boss has visibility and can step in and say would you like some help coaching Susie? Here's some great questions you can use to coach her Full transparency could use to coach her Full transparency.

Speaker 1: 4:47

Here's the other part. When people complete our coaching cards, there's a reinforcement track. So once I complete this form, I will get lessons germane to that coaching card, whether it be teamwork attitude, self-awareness, emotional intelligence, teamwork attitude, self-awareness, emotional intelligence, active listening, career coaching, motivation, coaching, whatever it is. We've identified very specific areas that leaders need to have conversations with their employees and we've created what we call reinforcement tracks the minute that form is completed. It's an integration to our coaching automation platform called Coaching Nudges that allows us to receive lessons or reminders of what we need to do germane to that topic how to follow up with the conversation, what are some additional questions, how to take it to the next level, not letting the conversation sit on its own. If this intrigues you, reach out to us. There should be a link at the bottom of this post with a link to our coaching card information and we'd love to share with you what we're doing. Thanks, everybody.