The Coaching School Method For Building Custom Plans

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Transcript

SPEAKER_00 0:36

Hi, it's Tim Hagan from Progress Coaching and the Coaching School. I get the question all the time. So, what's the coaching school? What I want to do is give you just a brief description of what the coaching school is and how it works. And when we think about coaching and we think about coaching other people, to be blunt, I think sometimes we forget one size does not fit all. When you're coaching someone to be a better teammate or to be a leader or have a better attitude, the same techniques don't always work on the same people. Let me give you an example. Think about going to five Italian restaurants and ordering lasagna at

What The Coaching School Is

SPEAKER_00 1:12

every single one of those restaurants. Will all five lasagnas taste the same? The answer is no. Now they might have different ingredients, they might cook it differently. Sometimes, people, how often do we hear people say this? I follow the recipe, it just doesn't taste as good. It's the same thing with coaching. So let me walk you through it. When we are coaching, we have three main elements. We have ingredients, we have recipes, and we have secret sauces. I'm going to give you a narration of one of our best success stories with somebody that we coached many years ago. Now, when you think about ingredients, there's two elements of ingredients: there's coaching types, one-on-one, group, self-coaching, peer-to-peer, and so on. Then we have techniques like questions, activities, how to use feedback, assessments, action planning. Now, how do we take those ingredients,

Ingredients Recipes And Secret Sauce

SPEAKER_00 2:11

the types and the techniques, and how do we put them into a recipe that works? Now, the recipes are typically two to three different coaching types with multiple techniques. We don't recommend going beyond three types of coaching because it can be too much. Now, the secret sauce, the secret sauce can be something that just resonates with the person. It could be a book, it could be maybe getting them a mentor as a partner to your coaching. There's always a secret sauce. I go back to the fundamentals. 76% of people are at their most motivated state when they're progressing. 85% of people, according to Dr. Tasha Yurik, significantly lack self-awareness from her research. In Gallup reports, people engage eight times more when we lead with the good things, we lead with the strengths that they exhibit before the constructive things. Let me give you a story that I think is one of my favorite stories, and it transcended a company. Now, when I say transcended a company, it transformed a company. It wasn't just because of me. I don't want to mislead. But we had a young guy who was at 71% of goal. This is well over 20 years ago. And there's a reason I always like to share this story because once you have coaching success, it can transform an organization. He was at 71% of goal. His manager was recommending his termination in the middle of a meeting. And I thought, oh, and I got to know this guy. So how come you're thinking about letting him go? He goes, Well, he's

A Sales Rep Nearly Fired

SPEAKER_00 3:49

not hitting his numbers. He was seven months out of college. I'm like, wow, you guys want to become a coaching culture? This doesn't seem very fair. And the manager wasn't wrong. Negative attitude, wanted to move up in the company. He was right in what he was saying. And I said, Well, I'm wondering if we're looking at this the wrong way. And the CEO looked at me, he said, What are you thinking? I said, Well, let me coach him. And then I looked at the manager and I said, I'll report back to you. I want you to hear this. So what are we coaching to? Negative attitude, wants to move up in the company. He's in sales. Okay. So the coaching type that I used was one-on-one. I met with him every week. Number two, I use peer-based coaching. I got two guys by the name of Eric and Matt, who are also still at the same company. And I said, every time you hear him on the phone, tell him he sounds pretty good. And if you guys wouldn't mind, grab him for lunch, like maybe once a month. Because what we noticed, and this is where we as leaders have to be very conscientious, what we noticed was he was a recluse. He would have lunch by himself. He wouldn't really engage. He'd sit in his cubicle, and the cubicle is very close. And he wouldn't talk to other people. And so finally, you know, over time, what we started to realize is we had to get him to be inclusive. We had to get him to accept help. So instead of strategically giving him feedback or coaching him, we started to build up goodwill and teamwork around him. So one of the techniques that we teach is a learning project. So if I'm coaching someone, I always end the conversation with next week, come in with two examples where you successfully, then I just fill in the blank specific to the area that I'm coaching. That bestows ownership on the right person, the person you're

Peer Coaching And The Learning Project

SPEAKER_00 5:32

coaching, and bestows accountability on that person. They're now driving the coaching relationship. Remember, 71% of goal, sales. His learning project was my secret sauce. I said, you have to perform a random act of kindness for somebody. It can be a thank you card. It can be just simply dropping off a cup of coffee or a soda for somebody who helped you. Now remember, I got people he doesn't know stopping by and saying, you sound pretty good on the phone. Boy, you really understand our products better. And so what I started to do is collaborate, create the facilitation of teamwork. I never tactically addressed his low sales. I never talked about his sales. I never did any sales coaching or sales training. So at about 45 to 60 days, the manager calls me and he's upset. And he actually had a reason to be upset with me. I didn't really include him as much as I should have. And looking back, that was my mistake. And he said, look, he's out in the in the cubicles right now serving everybody pizza. So the light bulb goes off. I'm like, oh good. He did his learning project. The manager goes, What are you doing? This is not coaching. I said, actually, it is. I owe you an apology. I did not communicate this to you. And I said, What are you seeing out there? He said, Well, he's serving pizza. Everybody's sitting there laughing and having fun. And he stopped. I said, Having fun? When was the last time you saw this guy have fun? And his name was Chris. And I said, When was the last time you saw Chris doing something like that with his teammates? He said, Oh, I get what you're doing. I said, What I'm trying to do, Jeff, is bring people to rally around him so he feels good about asking for help. So we're at about the 60-day mark. Jeff turned out to be one of the best coaches. He had the personality of a coach, but he was under the pressure and you know, pressure of a sales leader to always hit numbers too. So remember, you don't just coach to the job or coach to the numbers. You got to coach the person doing the job. My secret sauce was that random act of kindness. He had to do that for one year. His sales went from 71% to 119% within 13 months. We never did sales training. We never did sales coaching together. The best part, Jeff called me in and said, I don't want you coaching Chris anymore. I said, Oh, okay, why? And he said, I'm his manager. I should be the one coaching him. I said, absolutely. Packed up, I leave, my phone rings. He goes, Are you mad? I go, no, man, I'm so proud of you. You should be. And I said, I'll back out. No problem. Let's just transition together with Chris and it'll be great. Here's the funny thing: I want you to hear this. When he started to hit those numbers and started winning some sales contests, guess what everybody asked for? Coaching. See, your toughest person can be your greatest trophy. So, what the coaching school is about is giving you what types of coaching are the best way to coach this situation. What techniques do you need to use? How do I put that into a really well-thought-out coaching plan or we say recipe? And by the way, what are some secret sauces I can put on top that will really accelerate talent development? If you have a situation you want us to address in one of these video lessons, send it to us. We would be happy to do it. And I'll actually create the recipe. I'll tell you what coaching types work, what are the techniques, how to phrase the techniques, I'll

Results That Spark A Coaching Culture

SPEAKER_00 9:04

even give you the secret sauces. Let me know your impressions. Thanks, everybody.