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
Building GREAT Workplace Cultures Through Conversation
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
Check out our Approachability & Coachability series, a webinar-based coaching approach that encourages all leaders and their employees to become approachable and coachable through specific, actionable techniques and strategies. This leads to better teamwork for leadership and creates a positive coaching culture within an organization.
Get more info here: https://form.jotform.com/233023396805051
Are you interested in the latest coaching strategy from Tim Hagen? Check out the new Journal-Based Coaching Guide series, where you can improve critical workplace skills by listening to audio lessons via weekly QR codes from Tim Hagen, and journal what you've learned from the lessons. Current topics include emotional intelligence, motivation, accelerating teamwork, mastering self-regulation, and more crucial workplace topics.
Check out how the new Journal-Based Coaching Guide series works and start your leadership development journaling journey today at https://www.WorkplaceCoachingBooks.com.
when organizations need to improve their workplace cultures, we often talk about our employee cultures or our workplace cultures from a distance. We talk about engagement in these nebulous, ambiguous terms. Cultures are built from the conversations within them. When I think about cultures, I think about the way we speak to each other. You know, recently I was at a great agricultural company for about four or five days and it really went well and we ran a session and it's one of my favorite things to do and it's getting people to talk and share social things like favorite vacation spots, favorite sports, favorite things to do when they're away from work. And you know what happens so often. We all get together and we think we know each other, but we don't know each other as well as we think. And I asked everyone to share. How many of you met somebody that you didn't know very well? All the hands go up. How many of you talked to somebody you knew in some of the sessions that you learned something different? Almost every hand in the room goes up. See, when you have context, you create commonality. When there's commonality, you create collaboration. When there's collaboration, there's less conflict. See, there's two sides to a coin. When we go to work, we have the work side and it's important. We got to meet expectations, we got to do our jobs. The flip side is the people doing the work. Now I've lived by this for a long time Be relentlessly helpful, be relentlessly positive, help people feel good about getting better. So when I think about cultures, there's a couple main components that create great workplace cultures. Number one executive presence. Not just stopping in and waving while they walk by, but, if they can, participating. I had four executives in one of my sessions. I could hear the employees talking. That does not happen at other companies. Number two having executives kick off your sessions, because as an outsider, I constantly get well Tim's program, well progress coaching. And I recently just had an executive and the CEO of the company say this is not Tim's program, this is our program, said it right while I was in the room. He said I don't care who we hired. Now, he didn't say it like that, but he said you know, I know Tim's hearing what I'm saying. He's in full agreement with me. This is our program. And at the end I asked people how many of you found that fun. Every hand in the room went up.
Speaker 1:We went through about three or four sessions of, you know, just asking and then demonstrating active licity, not interrupting. You know what the funny thing is? It was 16 minutes of total conversation. 16 minutes and people walked out laughing and smiling and just got people together. Now I'm simplifying things.
Speaker 1:There is a power of conversation. So you need executive presence, you need executive kickoff. Number three you need leaders well-trained in coaching conversations where they can be fluent. So one of the things that I heard was how do you have a conversation with somebody who says I just want to go home and do my job? So we practiced it and a number of leaders said oh, this is great. You know, because I get stumped with that. Leaders need to be able to coach and converse. Number four this is a big one. This is a huge one.
Speaker 1:Employees need to understand their role of approachability, coachability and in one of my sessions I said don't go outside of alignment. If you have a problem with your boss, go to your boss. Don't tell three other people and, by the way, ask for help, ask for feedback, ask for assistance and when you get feedback, whether agreement or disagreement, just say thank you. Now we teach a whole thing called eat feedback. When we eat feedback, we embrace, ask and tell Most of us, when we get feedback we don't like, we either discount it to ourselves we don't really embrace it or we'll ask somebody to give us an example. We don't want an example. We want an example so we can explain things away. So here's the challenge what if employees became more approachable, coachable, what if they gave leaders latitude for mistakes? What if they arbitrarily went to their leader weekly and said what am I doing well and where can I improve? And just wrote it down and said thank you. These are the simple building blocks.
Speaker 1:Now the fifth one and I hope all of you who are listening to this will reach out to us We've just expanded our certifications. Number one you need a certified trainer who can constantly educate people on how to coach. Number two you need a certified coaching expert, a coach to coach, who can sit with leaders when somebody says I've got somebody who wants to get promoted. They started. Last Tuesday I got another employee with a negative attitude. I got someone who's really lacking time management, always late for work and oh, by the way, it's the CEO's nephew. How do I have those conversations? Number three invest in subject matter experts by certifying them as group coaches, where they can facilitate. See when the outsider comes in, like me. Hopefully it provides value I think it does, but it dissipates. It's not embedded in the culture. You build your culture through conversations. Good luck everybody.