Revolutionizing Coaching: Embracing AI as Your Partner for Greater Impact

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Episode Transcript

Speaker 1 (00:00):
Welcome to our second version of AI Coaching Partners
, and that's kind of our themehere the next three or four
episodes.
You know, I think aboutartificial intelligence and
we're building out a lot oftools and we use a lot of tools.
You know, artificialintelligence really picks up the
pace of things.
It helps us get more work donein less time and I think about

(00:21):
how do we transition that tocoaching conversations.
So I want to introduce you tothe concept of AI coaching
partners.
Use it, use the term no, it'salso the name of one of our
product lines but use it as aframework to ask yourself will
this AI tool help me?
Is the AI easy?

(00:42):
Does it provide coaching?
Does it assist in the coachingprocess and does it allow me to
partner with the tool versusreplace me?
The worst thing a leader can dois choose a tool that replaces
them, because you know what willhappen and I use this analogy
all the time At the end of theyear you're going to have an end

(01:02):
of the year review.
Can you imagine a leader goinginto a conference with an
employee and saying, oh, youscored average across the board,
I read the AI tool and you'vespent no time with that employee
.
Can you imagine the emotionalresponse you'll get from that
employee?
So AI plus coaching pluspartners really can serve.

(01:22):
Even though it's our productline name, it can serve as
criteria for you to implementand utilize coaching, especially
artificial intelligence toolsthat facilitate coaching to
partner with you.
Let me give you anotherrepresentation.
We are in the midst ofcompleting what we call Coaching
Pal.
Coaching Pal will actually takeyour live conversations.

(01:45):
You can upload them as atranscript or an audio and we
will actually score how good ofa coach you are.
Now we're using some of our own.
You know subjective content.
Now there's factual-basedscoring.
There's also subjective scoring.
Yet we can actually take thattranscript or your audio audio

(02:05):
and we can run it through our AItool and we can actually share
with you where you're exhibitingstrengths as a coach and where
you need to improve.
Now look, how many times havewe gone to a meeting one-on-one
with somebody and later hadsomebody say well, I was
reviewing your meeting andhere's what you need to do?
No, because the meeting byitself exists, it's private, et

(02:29):
cetera.
Now in coaching, we don't wantsomeone to be in the room with
us, because when you're coachingan employee, that employee is
going to be looking between youknow, four eyeballs, two sets of
eyes right, and even though wemight say, well, I'm just going
to sit in the room and observe,it creates a dynamic of
discomfort, or it can.
I should say so.

(02:49):
What we've done is we're nowusing a variety of tools that
can record practice sessions aswell as live coaching
conversations, and then youbasically embed that, send it to
us.
We show you how to do that,it's very easy, and then it
gives a report.
It actually scores factuallyand subjectively of what

(03:09):
somebody's doing really well asa coach and where they have
opportunities to improve.
Let me give you an example.
We just had somebody go throughit and they actually felt like
they were really good atquestions.
They were averaging sevenclose-ended questions for every
open-ended question.
Here's where it gets evenstartling.

(03:30):
We even have something thatdenotes what we call
interruptions to theconversation.
So when I say to you you'redoing a great job, but, but, is
the interruption?
Now an inclusive word would beyou're doing a really great job,
and I think about timemanagement becoming one of your
strengths and becomes more of aninclusive statement or word
versus an interruptive statementlike but or yet, or however.

(03:53):
He was averaging sevenclose-ended questions for every
open-ended and he was averagingalmost five interruptions to
everyone.
That was inclusive, and soyou're never going to have
somebody say, as a participantin a coaching conversation, back
up, you're using too manyclose-ended questions or you're

(04:16):
using too many interrupts inyour language.
Nobody's going to do that, yetthose can have an impact on our
people.
So remember the term, rememberthe product line.
Reach out to us if you want tochat with us.
Ai Coaching Partners.