Yesterday my wife said, “You drive weird.” In a professorial tone, I told her, “That’s judging, not observing.” She got instruction she didn’t ask for.
She was laughing too loud to hear me.
Grasping the relationship between Feedback-Correction-Instruction-Coaching-Mentoring
Toxic leaders corrode teams.
Self-serving leaders drain momentum. Ignoring the problem feels easier in the moment. But downward pull is destructive. The solution starts with turnaround conversations.
Toxic leaders dominate environments.
How to have turnaround conversations with toxic leaders…
Busy managers say they don’t have time to coach—but coaching is what employees want most.
The good news? Coaching saves time when done right. Learn 3 time-saving strategies and 10 powerful contrasts between coaching and traditional managers.
Stop doing more. Start doing what matters most.
If your day is packed, maximize brief encounters. Turn short interactions into dynamic coaching moments. Use three questions to ignite action.
Ask about the present.
Ask about the future.
Ask about action.
Coaching is harder when the coach is the boss. Open listening, courageous honesty, and not fixing are rare in conversations when one person has organizational authority.
Frameworks provide clarity, consistency, and confidence in coaching relationships. Use four questions that align with the GROW model.
I learned a powerful model I’m sharing today.
Learn to notice the trajectory of conversations.
More important, learn to open a door toward the intentional future.
Words are rudders. Skillful leaders understand the trajectory of conversations.
