The Coaching Card Revolution

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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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Episode Transcript

Speaker 1 (00:01):
How do we know after training, if our leaders are
really coaching?
You know, currently at ProgressCoaching, we're building a
machine learning model that willactually measure conversations.
People can record theirconversations and then upload
the transcript into this tool.
Now, does that really depictthe real world?
Yes and no.
So how do we really know thatpeople are coaching?

(00:25):
Think about that.
How do we really know?
Now I want to share with youand this was just at a
relatively new client where theleaders were in our cohort,
which we call coaching pods, andthey're talking about their
coaching, and then we also meetwith individual contributors,
the people being coached.
Now we do a whole segmentaround approachability and

(00:48):
coachability.
We teach people, seek feedback,because conversations like this
have to be multidirectional andwe sat down with the individual
contributors of these leadersin the cohort and I think more
than two hands were raised.
When we asked how many of youare having regularly scheduled
coaching sessions, only twohands went up, yet all the

(01:10):
leaders said they were coaching.
Now let me defend the leaders.
They might be coaching and theemployees may not be knowing it
Yet what information is beingderived?
What are we learning asleadership coaches?
I want to introduce you to aconcept called coaching cards.
One of the things that we havedeveloped here at Progress
Coaching and this is going tocome off a little promotional,

(01:32):
so forgive me it's really aroundcoaching with the end in mind.
So let's say, we're going tohave a career coaching
conversation or a motivationcoaching conversation and we're
going to find out where somebodywants to go with their career,
and a leader is going to havethat conversation with his or
her employees.
How do we know that theconversation took place and how

(01:55):
do we ascertain what theylearned?
Wouldn't the boss of thatleader want to know how the
conversation went, outside ofjust the narrative?
So what we've actually built issomething called coaching cards
.
They are modules, yet these aremodules that collect
information.
So if a leader goes out and hasa career coaching conversation,

(02:18):
they are going to identify thecurrent state, maybe the ideal
state, maybe where somebodywants to go inside or outside
the job.
How do they have thatconversation?
Well, the current state, maybethe ideal state, maybe where
somebody wants to go inside oroutside the job.
How do they have thatconversation?
Well, the coaching cards notonly have an educational module,
but they also have adownloadable PDF that gives them
the exact questions to ask tohave that specific conversation.

(02:40):
And then what they do whenthey're done with the
conversation is they fill outthe form.
Here's what I learned.
Thus, coaching with the end inmind.
Somebody asked well, how is thisdifferent than training?
I said they can't fudge it.
The only way they can fill outthis form is to get the
information.
The only way they can get theinformation and the person

(03:01):
finishes the statement is to askthe questions.
I said exactly, it is reallyexciting because it's a low-end
technology solution with vastvalue.
Here's the other cool thing whenthe conversation is done, okay,
the person doing the coachingwill put in the person that

(03:24):
their coaching's name and emailaddress, but also their boss's
name and email address for whatwe call skilled coaching.
So if I'm coaching somebodynamed Susie and I'm having a
career conversation, she'll getcopied on it.
Now she might look at theresults of the conversation and
say hold on a second, I don'twant to become a first time

(03:45):
leader, and maybe I justmisunderstood.
It allows for clarity betweenthe coach and the coachee.
Now, if the coach also says youknow, I'm struggling with
coaching Susie, now my boss hasvisibility and can step in and
say would you like some helpcoaching Susie?
Here's some great questions youcan use to coach her Full
transparency could use to coachher Full transparency.

(04:11):
Here's the other part.
When people complete ourcoaching cards, there's a
reinforcement track.
So once I complete this form, Iwill get lessons germane to
that coaching card, whether itbe teamwork attitude,
self-awareness, emotionalintelligence, teamwork attitude,
self-awareness, emotionalintelligence, active listening,
career coaching, motivation,coaching, whatever it is.

(04:33):
We've identified very specificareas that leaders need to have
conversations with theiremployees and we've created what
we call reinforcement tracksthe minute that form is
completed.
It's an integration to ourcoaching automation platform
called Coaching Nudges thatallows us to receive lessons or
reminders of what we need to dogermane to that topic how to
follow up with the conversation,what are some additional

(04:54):
questions, how to take it to thenext level, not letting the
conversation sit on its own.
If this intrigues you, reachout to us.
There should be a link at thebottom of this post with a link
to our coaching card informationand we'd love to share with you
what we're doing.
Thanks, everybody.