Podcast #1: From Training to Coaching: The Key to Extraordinary Performance

In this inaugural episode of the Clear Performance Coaching Podcast, hosts Kent Vaughn, Sam Bracken, and Rick Timlick explore why coaching is more effective than training for driving lasting performance in organizations. They discuss how building exceptional coaches — rather than relying on training alone — creates extraordinary, consistent results for leaders and teams

Transcript

SPEAKER_00 0:21

This is where leadership leads performance practical. So you can step in and show up on purpose every day.

SPEAKER_02 1:02

Sam Bracken and Rick Timlick.

SPEAKER_01 1:06

We so appreciate you participating with us in our inaugural podcast. We're going to talk about five big areas today. One, we're going to talk about how coaching builds better leaders and helps you get better results. We'll talk a little about our backgrounds and why you should care. We'll also talk about the history of executive coaching and the difficulty and the expense with scaling that. And frankly, it's impossible in an organization. We'll also talk about some of our clients, some of many of which you'll recognize. And finally, we'll talk about the benefits of coaching, why you should care about coaching within your organization. Not us being your coaches, but helping your leaders become effective coaches. In fact, that that really leads us to the title of this podcast: Why coaching is better than training. Why coaching is better than training. Training is great. We've been in the coaching space for a very long time. But the fact is, training doesn't stick very well in terms of making an impact long term. We've been in the training space for three decades, and we know a fair amount of training. Sam has been doing coaches for a couple of decades as well, and Rick and I with many of our clients. But the fact is, training, as much as fun as it is, and as much as people enjoy it, if you think about moving the needle, if you think about changing behavior and improving performance, is not really very sticky. Coaching makes all the difference in the world. So with that, let me share with our tagline and then ask Sam and Rick to share a little bit about that. Our tagline at Clear Performance Coaching is we build exceptional coaches that create extraordinary results. And that's really what we're looking for. I think we think in every one of our clients is how do you help people be better coaches and how do you help them drive performance at a level you've never seen in your organization, not just once in a while, but consistently over time. Rick or Sam, what would you add to that idea? How do we come up with that tagline? Why is it important?

SPEAKER_02 2:55

You know, I've been coaching for a long time. And to understand coaching, you need to understand training. Training is a subset of coaching, right? Training, you typically have a subject matter expert, they deliver content that they're familiar with, and then it's up to the student to apply the training and move forward. A coach is constantly training. A coach, a great coach, is constantly training where they see a need. They're helping people apply that training, reinforce that training, and hold people accountable to the results that training is going to get them. So it requires more, but it's more effective for producing results. And training is great. It's just not enough. We need to have good coaches to help us apply the learning, master it, and then become better. And we found it over the years that if you do that incrementally, just a little bit here, a little bit there, over time, it gives you exponential impact on your results.

SPEAKER_01 3:56

Awesome.

SPEAKER_03 3:57

Yeah, and what I would add to that is, you know, most organizations we know, you know, organizations spend millions on training, on classes, workshops, certifications. I think training teaches people what to do, whereas coaching actually helps them do it. You know, it's there's the skill application, which is where coaching really comes in. And even better, what most of us really struggle with is but how do I apply that to my job today? And I don't think training is as effective as a great coach that can help you think through those challenges.

SPEAKER_01 4:32

You know, that brings up a really great point, and that is that coaching historically has been the purview of wealthy individuals and great athletes. And we're not trying to be your coaches. We already coach enough clients. What we're trying to do is share with you how you can help your leaders become great coaches. And with that in mind, why should you even care about us? Let's just hear a little bit about everybody here. What have you been doing for the last few decades and what makes you an effective coach and someone who ought to be even teaching people about this? Sam, let's start with you.

SPEAKER_02 5:04

Okay, so I did my undergraduate studies at the Georgia Institute of Technology, Georgia Tech, and was a collegiate athlete and a student there. I got my MBA from Brigham Young University and started my career as a salesperson for a large commercial carpet company. Quickly rose through the ranks and became an executive at a very young age there, and found myself being overwhelmed with all the things to do with 30 direct reports, $50 million budget, and all these seven different brands that were all had their own struggles. And I'm like, how in the world do I manage all this? And I was working on godly hours and had young children at the time, and I had a dear friend of mine really come to me and say, Sam, I see what's going on, and you're going down this road, it's going to destroy your family. So, my recommendation to you is to find a really good coach. So in my early 30s, I got an executive coach, and I paid out of my own pocket three grand a month to have an executive coach. It transformed my career. It totally transformed my life and my career. Not only did she help me completely master what I needed to do in the current time, and she helped me excel and be a leader in the industry. And then I realized that, oh, the principles I learned from her, I learned from my college football coach, Bill Curry. And since that time, man, I'm obsessed with coaching. Since that time, I've been obsessed with coaching and being a really good coach. About 20 years ago, probably 17 years ago, I paid $40,000 and went to Columbia University for a coaching practicum to get a certification in coaching. And since that time, I've been pretty much coaching. And the thing I love about coaching is regardless of the circumstance and situation, it's a process to help people become their best self and produce optimum results. And I just love it, and I'm going to do it the rest of my life.

SPEAKER_01 6:53

Awesome. Rick, tell us about you, brother.

SPEAKER_03 6:56

Yeah, I love that, Sam. I came at it through my work profession as well. I got my MBA and then I really focused in the operational excellence space for many years. I was a master black belt in Six Sigma, and then I went on to learn the Toyota production system. I actually worked in Japan, learned it directly from Toyota. And here's what I really found is you know, all the operational excellence stuff was task-oriented, but the effective way to think wasn't to train them to become another belt. The effective way to train them was to get them to think about their work in different ways. And so that's how I came into coaching. And I found it the most applicable way to help people see beyond just their role, see beyond just their tasks, to say, I actually can be empowered to do things differently to make things better.

SPEAKER_01 7:51

Awesome. It's funny, all three of us did the same MBA route, right? After being in the military, and I was a Soviet analyst for a few years on the East German border back in the day, I came back and went to business school, and after business school went to work for a global manufacturing client and a company. And what I found quickly was even though they were this Fortune 50 company, they still had no resources to give to me to be more effective coach or even to train my own team members who were all been there longer than I am. So I became a student of leadership, at least for development, and that was well over three decades ago. And we've all written books and done things about, you know, talked about leadership for decades. Personally, I've been in over 3,000 days with clients like FedEx and Nike and Nabisco and Olverkings, and we've all done that. What we've found missing again and again is great training out there. So much great training. But how do we help the individual leader one-on-one? And more importantly, how do we help them coach their team members? So that's really what we're here to talk with you about, how to help you do that. You've already talked a little bit about executive coaching, Sam, and how that really became an important part for you. And Rick, you learned it. I never really had a coach, you know, paying for three to five thousand dollars a month out of your pocket, that's a big deal. Then that's something most people can't stand, can't afford, right? We've all spent decades on this idea of developing leaders at a very cellular level. But this missing piece is most leaders, when they have an employee who's consistently lit, or employees that aren't getting along, or an employee that's not performing, don't really know how to handle that very well, or they do it one-off. So the idea is how do we give them a resource to help do all of those kinds of things very effectively? Well, ultimately, what we want to do is increase engagement, improve retention, and both of which help you improve performance. And if you don't improve performance, why do they need you, right? So ultimately it's all about that. And what we thought is if you could train people enough, you'd improve performance. And it has a marginal impact. But what really helps is if you can help leaders be a coach. Or what we've always said before is get them a coach. So just talk, Sam, a little bit about and Rick about executive coaching historically was kind of the well-heeled, the wealthy, certainly not for an entrepreneur. How do you afford that? And the difficulty of scaling that in an organization. Does that even work?

SPEAKER_02 10:04

Yeah, that's a great, that's a great setup here. So when I started paying money out of my own pocket, I saw the results for myself. And then as I changed jobs and careers, I really realized that there's a lot of excellent training out there. The three of us worked for one of the premier training and development companies in the world, Franklin Covey, for years. That's how we met each other. And what I noticed from doing training was clients would spend a lot of money on training. And then coming back after the training, you know, there was about a 90% drop-off or 95% drop-off after the training, and people couldn't even recall what they were trained upon, right? And I'm like, there's got to be a better way. So I got thinking, I got thinking about how do we help this get to the front line? How do we get this to it got me thinking, how do we get this to the front line in a scalable way that can make a real difference in people's life? I had the means to be able to get a personal coach. I also had the means to go to Columbia. Traditional coaching, executive coaching, is done at a typically a C-suite level where people or companies or people are paying thousands and thousands of dollars to get the coaching help they need, and then they may not get the right coach, right? They may not get the right coach. What we've worked on over the past several years is a way where we can decrease the cost and increase the scale. And we have broken down coaching into principles and practices with a very unique way of helping scale coaching. And it's affordable, right? It gets to the front. It starts from the top, goes down, and it goes from the bottom and up. So it goes throughout the organization, and we teach them the principles and practices. And we've created a product called Clear Performance Coaching Cards. And these cards are micro learning lessons, 52 micro learning lessons that you can do one a week, or you can do, you know, all of them in three months. But what they do is they teach you how to be an effective coach. They walk you through watch outs, they walk you through examples, teach you principles, give you challenges, all the things a great coach would do. And we've been doing that for about three years. And we see the impact at the front line, we see the impact in performance, and we see the impact in personal development. So I think what we've created is something very unique. We can develop people and make them better coaches simultaneously for a price that's unheard of in the training and development industry. So we are super passionate about getting these coaching principles to the bottom because anybody can be a great coach.

SPEAKER_03 12:52

Yeah, if I add to that, absolutely you're right. Most coaching is left to that CEO or the executive. Most coaching is one-on-one and it's expensive. The impact can be really powerful for organizations, but it only reaches a handful of people. You know, if I again I'll go back to operational excellence, if you think of that belt certification, so the black belt in an organization, the companies invested in them heavily. But the vast majority of people really just need to know how do I look at a process and improve it? And we've taken that same principle of breaking it down to the essentials so you can develop that and applied it to coaching. Here's what we think is the people that influence culture and performance the most, they haven't been able to access coaching before. But those frontline leaders, those supervisors, those managers, they're the ones that are interacting with your employees every day. And we really wanted to find a way to help them get access to coaching as well.

SPEAKER_02 13:53

I think the fastest way to build your culture is to have a culture of challenge through effective coaching, right? I'd agree. That transforms your culture and produces results at the same time. Yep.

SPEAKER_01 14:07

Awesome. Sam mentioned the coaching cars, and let me just talk about some of the clients that we have worked with, just so you know. We've worked with large dominoes franchisees, Kimberly Clark, Mercedes-Benz, some of the largest oil and gas companies you know, and the auto industry, auto dealer networks, federal and state government. So all kinds of different organizations, all the way down to the small entrepreneur with a shop of five people. Now, how do we do that? Well, we have a great friend, Stephen M. R. Covey, who we worked with for years, who created his trust cards from his book, The Speed of Trust, which is a great book, by the way. And so with that, we created these 50 plus cards with 50 plus videos, a little QR code on each card. And whenever we show these to leaders, they always go, wow, these are so tactile, and you can touch them and feed them, and they're tactical. So they tell you how to improve performance or how to help someone bounce back from setbacks or failures. So these cards were created for the average leader, the average frontline supervisor, middle manager, and executive to say, hey, I've got a coaching challenge, I've got a performance issue, I've got an attendance issue or whatever else, and now I've got a tool to help me where I can help train myself and others, but I can now have a way to coach someone taking over. We also have created what we call the Clear Super Coach. The Clear Supercoach is an AI tool that is mobile optimized that you can use anytime, anyplace, anywhere. You can speak a challenge to it with your facing with your team, your organization, and then the supercoach will ask you a couple questions to make sure it's on, and then it'll recommend some cards to you, and they'll even role play with you. So now instead of calling somebody else saying, hey, help me out, I need to have this conversation, it will role play with you through that conversation before you sit down and have a conversation. As Rick says sometimes, I have it right here on my desk. Fix the conversations that are killing performance. So, how do we fix those conversations? So as a leader, I say the wrong thing or a dumb thing. The tools are going to help me between the ass, super coach, and the cards, do that a little better. Okay, a lot better. You know, sometimes we call this the democratization of coaching. Now that's a big word that nobody uses, but how do we make coaching accessible to everyone? If I'm a small business owner, could I use this? Absolutely. Is it affordable? Absolutely. You don't have to put it on a 10-month payment plan to afford it, or it's a few hundred bucks. If I'm a large business and I need to scale hundreds or thousands of leaders, how do I do that? Well, you're not hiring people for thousands of dollars to coach each individual. We're coaching batches of people or 10 or 12 at a time with what we call 90-day challenges. But with that in mind, I'd love to hear from Rick and then Sam. What have you seen the benefits of coaching with our clients and just in your own business experience?

SPEAKER_03 16:58

Yeah, and I'm not here to pick on training. I think training has a right space for it, but there's a contrast that I think it's important to make. So if I think of the training that we do, we typically deliver it in large bursts. You know, people attend a workshop, they listen to great ideas, and then they go back to work. Within a few weeks, as Sam said, most of it's forgotten. A second, what we know is training rarely changes behavior. Because I forget, and because application isn't readily apparent, it's left to me to try to figure out how do I incorporate this into my behavior. And so there's no reinforcement in there. So in the companies that we've worked with, and specifically some of the large energy companies that I've been in, when we apply coaching, which is, you know, it's a one-to-one, and we're engaging their thinking, and we're engaging their all of their kind of senses into how do I interact with people differently to accomplish big results that we're trying to accomplish. I found that is just the biggest accelerator to developing individuals and to actually delivering results and organizations.

SPEAKER_02 18:04

One of the ways we do this is through a micro learning platform in the scenes of the day. That's why we created the cards. When you go into the detail of the cards, which we'll talk about later or some other time, the cards are meant to teach you a profound principle in a 15-minute increment and then to give you a challenge to apply. Right? This is the way change and learning happens, right? The entirety of our system, we call it the clear performance system. The entirety of it is built on a framework of personal change and how people change, how they process, how they have a bold vision, how they find new and better behaviors, how they have quick wins and are totally engaged, how we track progress and how we produce the results. And when we don't produce the results, how we learn, change, and adjust so we can produce better results in the future. So this system of performance improvement or change is built into everything that we do. And we use this coaching platform to understand people's predicaments, their circumstance. We also assess where they're at. Where are you at? We assess their capability and their competency, their creativity, right? And then through this understanding and assessment, we offer up content or information that can help them become better and improve. And more importantly, we challenge them to make commitments to improve. This is done through a coaching process. One of my experiences is, you know, oh, you so-and-so needs to be coached up, and you need to coach this person, and no one needs to coach that person, and no one knows how to coach. Like it's ridiculous, right? They don't understand the principles and practices of what effective coaches do. We've made this simple on the other side of complexity. We've made coaching simple. That doesn't mean it's easy. It's simple, it's direct. And we teach people how to master the principles themselves so they can be effective coaches. And what we found in our research over years of experience is when you help someone be a better coach, they automatically become a better leader and they produce better results. Right? There is a direct correlation to these things. And they don't have to be done separately, they can be developed simultaneously.

SPEAKER_01 20:24

That's awesome. So this morning I was on a call at 8 a.m. Eastern Time with one of our licensees in Malaysia, Ian, and it was 8 p.m. for him, right? So we're all across the world. He was sharing something with me that is pretty exciting. And we have licensees in Malaysia, Singapore, Brunei, Jakarta, India, Canada, looking at Europe, Hong Kong, Dubai, right now. But he said something interesting that he's doing now. He said, I when I meet with executives, I share with him that if you work this process with us, I can guarantee you, I will guarantee you that within four weeks, we will remove a major KPI or OKR for you, documentable. We can show you the results. He said, a leader's one way that we can do that. He said, because we know how to do that. We've been doing this for a very long time. So pretty exciting. If you want to improve your results, we have a way to do it. And Ian said, I put my name and my money on the line there. We've got some pretty cool testimonials from some of those organizations about how he's doing that. So we hope that you've gotten something out of this. We're looking forward to more podcasts for you with you to participate. So, what would we like you to do? Well, first of all, I hope you watch the podcast. When you think about this, the big question is why coaching? We're not talking about life coaching, we're not talking about career coaching. Those people are everywhere. What we're talking about is performance coaching. How can you help your leaders at every level become performance coaches? Coaches, how can we help your leaders at every level become performance coaches who drive extraordinary results? That's what we're talking about. That kind of coaching. The coaching where oh kumbaya and I feel happier with my life and I'm more excited about all the things I'm gonna do. This is how do we get results today? Just like Ian talks to his executives about in Malaysia, we can promise you improved results in four weeks. Well, that's really what we're talking about, those kinds of things. So let's talk now about what are the benefits to that kind of performance coaching where every leader at every level of your organization now becomes a performance coach. Sam Rip, how do we do that? What are the benefits of that happening in an organization?

SPEAKER_02 22:28

Well, the first benefit that comes to my mind is that when you have terrible teams, typically in professional sports or other kinds of circumstances, you fire the coach. You don't fire the whole team, you fire the coach, right? So the first job of any coach is to produce results or to win, right? This is the edge and the understanding that we all have. We know that if you're gonna work with our group, we need to help you produce results quickly. Traditionally, there's always been this balance between how do I develop my people and invest in them and in the near term produce results. We figured out a way to do both at the same time, right? So the first benefit of being a really good coach is to improve performance at every level of your organization.

SPEAKER_03 23:17

Yeah, I absolutely agree. What add I would make to that is the catalyst to doing that is coaching helps people solve their own problems instead of waiting for instructions. If I'm waiting for instructions, performance delay is really long. But when I teach them to think and solve their own problems, I fast track that performance.

SPEAKER_02 23:39

Yeah, it's a great way to transfer knowledge, right? That's how you transfer knowledge. Great. Kent?

SPEAKER_01 23:45

I was on site with a client recently, and Adam Team Leader said to me, Well, I just wait till the manager shows up and then I share the problems with them. I thought, what the heck? How often does the manager show up? And they said, Oh, every few hours. Well, in a fast-moving manufacturing environment building high-end vehicles, you can't do that. And so I love this idea of how do we improve performance and deal with problems real time, not waiting for the expert to show up. Even if the expert's just the manager over 50 or 60 people, right? So not only what this does is help improve performance, but it also improves the engagement of everyone, right? Because they feel like I can solve some of these problems. I can deal with some of these things. And so as we improve engagement in the process, not waiting for the expert to show up, by definition, we improve performance and retention. One of the things Sam says all the time, and I'm gonna steal this but we're out of his mouth. He says everyone wants to be a valued member of a winning team making a distinct contribution. And think about it. Everybody wants to be on a team that's winning. And they want their contribution to be recognized and they want to be valued. No one starts a job wanting to fail. So this is one of the things we help organizations do as well. It's another great benefit to help people who value it and make a difference to be recognized for that.

SPEAKER_02 24:59

Well, people matter, right? We know that they matter. And one of the great benefits of coaching that I've had over the last many years is when I work with people, they become great at producing the result that they're expected to in their work life. One of the other benefits that coaching really creates is it transforms the lives of people. I always teach, we teach coaching with principles. And principles are best done in all areas of your life, right? So if you can understand great coaching principles, great performance principles, leadership principles, and you apply it at work, you can apply it at home. And one of the most rewarding things for me as a coach is to see the lives of people, how they choose to transform their own lives when they get the understanding of how to be a great coach. Because the first rule is you got to coach yourself before you can coach others, right? You can't get from a place of emptiness. You got to be able to have your own crap together before you help other people get their crap together. That's another benefit, is it helps your people in their personal life.

SPEAKER_03 26:02

Yeah, I would just maybe say that differently. Coaching creates that multiplier effect, right? And here's what I really love. When I work with clients and organizations and I see their confidence and their competence go up at the same time, not only do I see them get lit up, but I take so much joy in seeing that in them, right?

SPEAKER_02 26:22

That's true. That's true. True. Another benefit from coaching is what happens is that as you help people become a better coach, they automatically become a better leader.

SPEAKER_03 26:34

Yeah, exactly.

SPEAKER_02 26:35

You can be a good leader without being a great coach, but it's really hard. It doesn't work the other way. If you're a great coach, you're going to be a better leader, right? And this is, we think it's the fastest track for leadership development in any organization is to make them better coaches.

SPEAKER_03 26:52

There's a few reasons why, but I think two of the biggest ones are teaching people to be effective coaches builds their communication skills and it develops trust with the people that they work with. Yeah, definitely.

SPEAKER_01 27:06

Absolutely. You know, it's interesting. Years ago, I saw an interview with a guy named Oh, he's head football coach at the University of Alabama. I just went blank. Nick Saban. Nick Saban was being interviewed several years ago, and they asked, What is one of the greatest benefits of your success? And he said, I don't have to recruit anymore. And they said, Well, what do you mean by that? And he said, All the great players all over the country, all the great high school players, football players show up at my door and at least want to talk to me about what we do. Why? Because all the national championships and all the kids that go to the NFL, et cetera. And it creates this sense of we win around here. We were working with a large hotel chain years ago. It was part of Marriott, and it was one of the worst hotels in the brand. It had 3,000 employees, and they were losing and everything. And we started working with them, and within about six weeks, as we met with these leaders and coached them, because we coached them every single week and then taught them how to coach, it was interesting, amazing to see the attitude of all of the leaders, and not only just the senior staff, the mid-level leaders kind of walk around like, hey, we know how to win around here, right? They went from worst to first in just a few months because those leaders learned how to create wins on their team, small wins, big wins, little ones, daily wins, weekly wins. And it was fascinating because you could just see almost a this attitude, this positive we know how to win attitude, right? And that's really what we're talking about. Is that we know how to win attitude at the very front line. You know, we're all CEOs of different organizations, and we're partners in this organization. And the question we always get asked by other CEOs is how do you replicate that success? Whatever it is, how do you move it across the organization? How do you get more than just the first quarter of the year or the last quarter when was you know every sell out at every possible way, right? So how do we get that? And really what we're talking about here is how to help you create and replicate success again and again and again, where it becomes, hey, we know how to win around here. Throw any problem at us, we'll figure it out.

SPEAKER_02 29:03

You know, Kent, it's funny. I think that really illustrates the benefit of great coaching transforms cultures, it creates a culture of challenge everywhere. One of our mantras is everybody has a goal and everybody has a lever. Everybody, top to bottom, bottom to top.

SPEAKER_01 29:21

We got a lever to pull on to get that goal. We got a lever to pull on to get that goal. Absolutely.

SPEAKER_02 29:26

Everybody and it transforms culture. It not only just affects people individually, helps them change individually, but it changes teams, departments, and organizations. So that's a huge benefit that a coaching culture can bring to any organization.

SPEAKER_03 29:40

And again, the why is great coaches develop more coaches.

SPEAKER_02 29:45

Right.

SPEAKER_01 29:46

Exactly.

SPEAKER_02 29:46

Because they transfer the knowledge, right? Coaching is about transferring the knowledge and applying it in such a way to win. Yep. Right? That's exactly what it's about, the principles of it.

SPEAKER_01 29:58

You get asked all the time, what is my main responsibility as a leader? And what I always say, first responsibility as a leader is to get great results in a safe and repeatable way, right? But your next responsibility is to create your replacement so that you can develop people that can go across the organization and even into other organizations if that's what's required, to help them become people where you're not the just you're not the sage on the stage, but you're creating lots of sages on the stage at each at every level of the organization. And if you're a small business owner, how do you do it with your own teams? You know, I was in a great barbecue restaurant the other day, and they only have one location. Across town, there's another barbecue place that's not nearly as good, but they got 12 locations. Now, which would you rather be? Well, I'd rather have 12, right? But the guy with one thought, well, that's all his vision was, and he didn't have a way to create people. He could only do it if he could have his hands on it. That is not what we're trying to do here. I don't think it's what you're trying to do either. Not just great, and it has to be you touching everything, but replicating that greatness so you can do it in lots of different ways and lots of different areas. And if you want restaurants, you got 12 of them, not just one.

SPEAKER_02 31:03

Yeah, you're talking about secession planning and how to go on to the next level and for someone to replace you, backfill you. Coaching is another great benefit of coaching, it preps people to take on new roles and responsibilities in your organization. It's the best secession planning you can have. Absolutely. By far.

SPEAKER_01 31:22

Well, you can see we could go on. Rick, were you gonna say something? I was gonna I was gonna wrap it up and we can do it.

SPEAKER_03 31:26

No, I just said by far, I totally agree with that.

SPEAKER_01 31:30

Well, as we wrap up, let's get a parting thought from Sam and Rick before we wrap up and ask you to do just four things, just four quick things. Rick, how would you wrap this up, this podcast? Because knowing we're gonna be doing another one soon. So, how would you wrap this up?

SPEAKER_03 31:43

I would suggest that you know, just in terms of coaching as a mindset and a skill set, if there's one takeaway I hope people get out of this, it's that they can coach. It's not for their purview of only the executives or only the affluent. It's something that we can help get down to your level.

SPEAKER_01 32:05

I love it. Sam, what about you?

SPEAKER_02 32:07

Anyone can be a coach, and coaching can transform your life, create a culture of challenge. And the third point is when you help people become better coaches, you develop them as better leaders and you do it at the same time. And if you do that in the scenes of the day, it makes all the difference. My life was utterly, totally, completely changed by a loving, caring coach that demanded more of me in a way that didn't leave scars, that inspired me and helped me be a better person. I'll never forget him. He changed my life, and I'll be forever grateful for him.

SPEAKER_01 32:44

We can all point to leaders or coaches that have made an impact in our lives. In fact, all of us are making an impact in others' lives. Here's the question. I had a client say this the other day. Very interesting. He said, the question I ask myself every day is Does the energy in the room improve when I walk in or when I leave?

SPEAKER_03 33:03

That's a great question.

SPEAKER_01 33:05

A great coach, the energy improves when they come in, right? And that's what we all want to do. Improve the energy and the excitement and the achievement, right? So, what would we ask of you? One, share this podcast with some other people. Help them learn about some ideas about becoming an effective coach. We're going to put in the link, one of the introduction videos to these 52 videos that we've created about coaching. Two, obviously, you know, you could buy some of the coaching cards and the AI Supercoach. They're available on our website. The third or fourth thing is we'd be happy to have a conversation. If you'd like to talk about how we make these 90-day challenges work in organizations with coaching cards and a little bit of training and some weekly coaching calls, we'd love to have a conversation with you about how do you make a 90-day challenge work with you, no strings attached, and how have we seen that work in literally thousands of organizations across the world. Thanks so much. Have a fantastic day. Hope you'll join us again next time.

SPEAKER_02 34:02

Thanks, everybody. Thank you so much. Consider coaching when you're thinking about developing your leaders.