The Power of Coaching Nudges

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Episode Transcript

Speaker 1 (00:01):
For someone who's been teaching coaching as long
as me, as well as coachingindividuals in the sport of boys
volleyball, I've always lovedthe concept of coaching nudges.
You know, often when peoplechange, I make the joke that
change is like a three-leggedanimal going up a hill.
It's steep, it's raining, it'smuddy.

(00:24):
And when people slide downtowards the bottom, what do they
do?
They go through thedecision-making process.
Do I want to go back up thathill?
That was hard.
Most people do give up.
So here's the funny thingCoaching nudges are those boots.
They can be in the form ofquestions, thoughts, thank yous,
cards, audios, videos.

(00:45):
They're nudges.
They're not full-blown coachingconversations, they're nudges.
Recently I ran into a parent ofone of my former players and
one of my passions is I love tocoach the little kids 10, 11, 12
years old, up to about 14,before volleyball gets really
serious and it gets reallycomplicated, and it can be
complicated unbeknownst to manypeople.

(01:06):
So what's really interesting isthat this father said to me can
I ask you a question?
He said my kid had such a greatexperience with you.
What was your secret?
Because he couldn't wait to goto practice, yet he didn't play

(01:29):
as much as the other kids and Isaid, well, I hope he had a good
experience.
He said, no, he had a greatexperience.
It's transformed itself intothe college experience.
I said, well, that's great.
And I said, honestly, I alwaysviewed the start of the practice
to set expectations, to smile,to show a positive demeanor.
Then we'd go through the startof the practice to set
expectations, to smile, to showa positive demeanor.
Then we'd go through the grindof the practice.
But at the end I always wantedto do two things have fun and

(01:54):
touch each kid and say, by theway, jackie did a great job.
And what I mean by touches?
Give them a dose of inspiration.
You're getting it.
See, when we focus on people'seffort and their progress, their
specific progress, they leavefeeling good and they can't wait
to come back tomorrow.
I said I'm nudging them everysingle day in the right
direction.

(02:14):
Now let me share with yousomething very exciting.
At Progress Coaching, we havebuilt a coaching nudges platform
.
Think about this.
Think about a team of 100employees with 10 leaders.
There's 10 leaders.
Each person has 10 employees.
Of those 100 employees acrossthe 10 leaders, what percentage

(02:37):
do you think, honestly, of those100 people?
They are fueling their mind thestart of the day, the middle of
the day and the end of the daywith inspirational, motivational
content, so they can maintainan assemblance of high
inspiration, motivation andenergy.
It's less than 3% and I thinkthat's even high.

(03:03):
Now, what if there was anautomated platform that sent
messages, sent inspirationalvideos, asked questions,
provided quotes that promptedpeople to have a positive
attitude, that prompted peopleto go above and beyond the call
of duty by demonstrating greatteamwork, by prompting people to

(03:23):
show leadership, latitude andunderstanding.
Leaders have it tough.
Today we have built out a wholeplatform of 30-day programs and
six-month programs for bothleaders and individuals, and the
coaching nudges are inalignment with themes like
coaching to motivate, being agreat teammate, demonstrating a

(03:47):
positive attitude, pursuing yourpersonal career goals and
aspirations.
So what we've done isverticalized it.
The amazing thing is now wehave people coming to us like
banks and credit unions andsales teams saying could you
build us a coaching nudgesolution specific to what we're
trying to achieve?
So here's the funny thingGallup reports one of the most

(04:08):
important statistics and I thinkit flies under the radar.
When we lead with people'sstrengths, the good things that
they do, people engage eighttimes more.
So what a coaching nudge doesis it acknowledges, it inspires,
it motivates.
Let me give you another example.
I had a branch manager of acredit union in New York and she

(04:30):
had no assistant branch manager.
And I said find out whereeverybody wants to go with their
career and I want you to go ona 60 to 90 second daily coaching
campaign.
She said, excuse me.
I said I want you to leave twohandwritten notes at their
workstations acknowledgingspecific things that they're
doing well.
And then I want you to send onecard home every single week to

(04:52):
an employee you didn't have timeto coach, but you're
acknowledging what you'veobserved.
Their numbers went up over 17points in the first 90 days.
She did no formal coaching, itwas all coaching nudges.
Now, do I think coaching nudgescan stand on their own?
Yes, but I think coachingnudges are far more powerful

(05:13):
when they're in support oftraditional coaching.
If it intrigues you, reach outto us, Start a coaching nudges
application.
You'll be.