Coaching Strategies That Drive Results

3 insights from $700K+ in coaching sales:  1) Constant change kills consistent revenue. Doing everything keeps you from mastering anything.    It creates a self-inflicted maze of overthinking.  The point of testing isn’t to keep testing.  It’s to find what works for your offer.  Then to stick with it consistently. This makes you a coach of great depth. You only need 1 conversion protocol. Coupled with 1 traffic source. Inside 1 coaching offer. When you get this, focus on it for 12 months. Because when you find it, it won't be optimized. It will work well, yes, but you'll iterate.  12 months of enhancing 1 protocol... Is easier than 1 month of trying to make 12, good. 2) The "comparison trap" is your greatest enemy.   Comparing yourself keeps you anxious and unfocused. It’s mental clutter disguised as effort. What looks like someone “having it all figured out” is often just consistency.  They found their process.  They remained focused. They stuck with it.  When I stopped believing I needed to emulate every top creator who was ahead of me, my strategy improved. I attracted the right kind of buyers.  Converted larger deals, faster.  And enjoyed the journey. I found my own strategy to be equally effective (even though I doubted it at first). There's only one "you."  And that's enough.  Embrace it. 3) Slowing down speeds up the essentials. You don't need EVERYTHING to speed up.  You only need the right things to go fast.  But the kicker: why be speedy at all? When I stopped racing, slowed down and: 1) Assessed how clients found me:  ↳ (Content. Every time.) 2) Analyzed coaches who bought from me:  ↳ (Career and Business Coaches) 3) Studied why each coach bought my offer:  ↳ (They joined my workshop; got value) 4) Understood what made them successful with me:  ↳ (Adapted my process to their business context) Then I hit milestones in coaching sales. You can too.

You know what the 2nd Most Important Thing I Learned in B-School? During my MBA at Hult International Business School, Professor Thomas Sullivan taught us a coaching framework that helped me land a job and eventually got me promoted. Over time it transformed how I develop sales teams. He introduced us to the GROW model. At first, I thought "great, another academic framework with a catchy acronim" But after 5+ years of applying it in sales leadership, I've seen it create breakthrough moments with several people in my teams. Here's how I adapt it for sales coaching: G - Goal "What's the specific outcome you want from this deal?" Not just "close the deal," but precise objectives like: • Target ARR • Solution scope • Timeline milestones (i.e. close it before X quarter) • Stakeholder commitments (i.e. become a public reference) R - Reality "Where are we actually at?" This is the hard part. You need to create psychological safety for the seller to feel comfortable sharing the truth: • Stakeholder mapping gaps: Do they have more than one champion in place? Will the champion truly fight on their behalf? Why? • Competitive pressure points: How well positioned is the competition? Do we really know? • Real client urgency - What's driving their decision? O - Options "What paths haven't we explored?" Push beyond the first answer: • Alternative executive sponsors: Maybe bring your CISO this time instead of the usual CEO/CTO/founder into the deal? • Different business units or mew use cases? • Creative commercial models: Not sharing any of my secrets here 😆 W - Way Forward "What specific actions will move us forward?" Convert ideas into accountability: • The most basic one is: Next meeting objectives • Required resources: The biggest deal fails in my career happened because I didn't know WHAT help to request. • Timeline commitments • Success metrics The magic happens in the sequence. Most managers jump straight to Options or Way Forward. But without clear Goals and honest Reality, those actions often miss the mark. Thank you Prof. Thomas Sullivan - this framework has helped unlock countless deals and develop a few sales leaders. Sales leaders: What coaching frameworks do you swear by? Share below 👇 P.S. The #1 thing I learned? Growth mindset. But that's a story for another post 😉

Success leaves clues. So does business failure. The difference between thriving companies and failing ones? Implementing transformation in the wrong sequence. Leaders who struggle with a dysfunctional workplace often miss a fundamental truth: cultural transformation can follow a specific, predictable process. The 4 D's of Cultural Change are a game-changer: 1. DEMONSTRATE Culture change begins with what you DO, not what you SAY. Your team watches every move you make, especially during stress and conflict. I've coached founders with toxic cultures who transformed their companies by starting with their own behavior. One founder began openly acknowledging when he was wrong - within weeks, his team followed suit. No mandate needed. Your actions broadcast priorities louder than words. Want psychological safety? Publicly thank someone for challenging your idea. 2. DEFINE Only after consistently demonstrating behaviors should you name the behavior as a desired cultural value. You're not inventing culture – you're articulating what's already emerging. Founders I've coached only formalize values after weeks of modeling those behaviors. By then, the team understands what the words mean through experience. Words create powerful shortcuts once behaviors are established. 3. DEMAND This is where most leaders mistakenly start – with demands before demonstration. And this is why so many leaders get frustrated trying to change culture. I've seen countless founders demand "intellectual honesty" before modeling it themselves. They get compliance but not commitment. After months of sharing their own errors, demanding the same behavior actually sticks. Your demands gain moral authority when they match your behavior. 4. DELEGATE The final step is building systems that maintain culture without your constant presence. Culture becomes truly embedded when it runs without you. The most successful founders I coach implement: • "Learning from Failure" sessions in team meetings • Peer recognition systems tied to values • Performance evaluations based on cultural alignment, not just results The most powerful cultural systems allow team members to hold each other accountable. Most leaders want culture change without personal change. They follow frameworks without doing the inner work. Through coaching dozens of founders, I've observed this consistently: The leaders who create lasting culture embody the transformation first. This requires uncomfortable self-awareness: Seeing your own patterns clearly. Understanding how your behavior creates ripple effects. Being willing to change first. At Inside-Out Leadership, we help founders combine leadership development with deep inner work. The result? Leaders who transform their cultures sustainably by transforming themselves first. When you demonstrate change, define it clearly, set expectations, and build systems... You don't just change culture. You transform your company from the inside out.

I have coached dozens of executive teams on their journey to high performance. Here are the top 5 lessons I've learned: 1. 𝐇𝐚𝐫𝐦𝐨𝐧𝐲 𝐢𝐬 𝐧𝐨𝐭 𝐚𝐥𝐰𝐚𝐲𝐬 𝐚 𝐠𝐨𝐨𝐝 𝐭𝐡𝐢𝐧𝐠 When overplayed, harmony becomes dysfunctional. Getting along with each other is great, but driving best outcomes for the organisation has to remain a priority at all times. 2. 𝐂𝐨𝐧𝐟𝐥𝐢𝐜𝐭, 𝐰𝐡𝐞𝐧 𝐝𝐨𝐧𝐞 𝐫𝐢𝐠𝐡𝐭, 𝐢𝐬 𝐭𝐡𝐞 𝐛𝐞𝐬𝐭 𝐩𝐞𝐫𝐟𝐨𝐫𝐦𝐚𝐧𝐜𝐞 𝐚𝐜𝐜𝐞𝐥𝐞𝐫𝐚𝐭𝐨𝐫 Let me tell you: if there is no conflict in your team, you have a problem. Coaching the team how to have a constructive conflict and infusing a culture of conflict encouragement, rather than avoidance, is a game changer. 3. 𝐄𝐧𝐭𝐞𝐫𝐩𝐫𝐢𝐬𝐞 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐢𝐬 𝐚 𝐧𝐨𝐧-𝐧𝐞𝐠𝐨𝐭𝐢𝐚𝐛𝐥𝐞 If you have a leader on your team who is in it just for themselves or their team - coach them into enterprise leadership or let them go. Seats on any executive team should be reserved for enterprise leaders only. 4. 𝐀𝐥𝐰𝐚𝐲𝐬 𝐚𝐝𝐝𝐫𝐞𝐬𝐬 𝐭𝐡𝐞 '𝐄𝐥𝐞𝐩𝐡𝐚𝐧𝐭 𝐢𝐧 𝐭𝐡𝐞 𝐑𝐨𝐨𝐦' 𝐟𝐢𝐫𝐬𝐭 High-perfoming teams know that addressing the elephant in the room first is a must. While it takes some courage and energy to do it, they know that doing it saves them a lot of friction and unnecessary noise down the road. 5. 𝐓𝐫𝐞𝐚𝐭 𝐲𝐨𝐮𝐫 𝐋𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐒𝐡𝐚𝐝𝐨𝐰 𝐰𝐢𝐭𝐡 𝐮𝐭𝐦𝐨𝐬𝐭 𝐜𝐚𝐫𝐞 𝐚𝐧𝐝 𝐢𝐦𝐩𝐨𝐫𝐭𝐚𝐧𝐜𝐞 'Culture eats strategy for breakfast' Peter Drucker Your ability to inspire and mobilise the rest of the organization will depend on everything you do and say - consciously and unconsciously. Become fully aware of your leadership shadow, individually and collectively, and take unapologetic ownership of it. No excuses. Top 5 benefits that organizations and leadership teams that follow these principles experience: 1. 𝐇𝐢𝐠𝐡𝐞𝐫 𝐪𝐮𝐚𝐥𝐢𝐭𝐲 𝐝𝐢𝐚𝐥𝐨𝐠𝐮𝐞 that drives significantly better outcomes 2. 𝐄𝐧𝐡𝐚𝐧𝐜𝐞𝐝 𝐢𝐧𝐜𝐥𝐮𝐬𝐢𝐨𝐧 of their diverse workforce that drives better results 3. 𝐆𝐫𝐞𝐚𝐭𝐞𝐫 𝐢𝐧𝐧𝐨𝐯𝐚𝐭𝐢𝐨𝐧 that allows them to stay ahead of the competition 4. 𝐋𝐞𝐬𝐬 𝐫𝐞𝐬𝐢𝐬𝐭𝐚𝐧𝐜𝐞 𝐭𝐨 𝐜𝐡𝐚𝐧𝐠𝐞 which accelerates transformation and again drives better outcomes 5. 𝐇𝐢𝐠𝐡𝐞𝐫 𝐥𝐞𝐯𝐞𝐥 𝐨𝐟 𝐭𝐫𝐮𝐬𝐭 𝐢𝐧𝐭𝐞𝐫𝐧𝐚𝐥𝐥𝐲 𝐚𝐧𝐝 𝐞𝐱𝐭𝐞𝐫𝐧𝐚𝐥𝐥𝐲 that leads to increased employee satisfaction and enhanced company reputation in the market If true success is never accomplished alone, then a high-performing executive team is by far the most important lever of success for any organization out there. P.S. Which lesson do you believe is most important? (1-5) ______________ If this was helpful, repost to share with others ♻️ and follow me for more in future. 📌 Interested in Leading Like a CEO? Join 3800 leaders who get my free newsletter: https://lnkd.in/dVFPtRWx

Most leaders I coach are overwhelmed right now. They’re under immense pressure. Doing the work of three or more people. Trying to lead through change while barely keeping it together. But the problem isn’t effort. It’s capacity. It’s clarity. It’s support. Interestingly, only 28% of leaders say they feel confident making strategic decisions under pressure.(McKinsey) That’s not a performance issue. That’s a training gap. Here’s what I see every week: Underperformers: • React all day • Avoid delegation because it takes too long to explain • Stay buried in execution • Wait until things break before speaking up • Make last-minute, scattered decisions Most leaders: • Delegate, but the work bounces back • Try to think strategically, but never have the space • Say yes to too much • Work harder to outrun the overwhelm • Get stuck doing everything except the work that actually moves the needle High-performers: • Prioritize with precision • Delegate with structure and follow-through • Schedule and protect time to think • Communicate early, directly, and with context • Make confident decisions rooted in business value The difference isn’t talent. It’s method. And it’s teachable. Here’s what we walk through in a High-Performance Executive Coaching session: Step 1: Audit your workload We pull up your calendar and task list. We find the friction, identify the rework, and name what’s quietly draining your capacity. Step 2: Clarify what matters most We define high-value work for your current role and goals. What drives results in the next 90 days? What earns trust, traction, and visibility? Step 3: Rebuild your decision filters We give you a way to sort priorities and requests so you stop reacting, and start leading based on what really matters. Step 4: Delegate with clarity We shift from vague handoffs to fully structured ownership. Your team steps up. You step out of the weeds. Step 5: Schedule and protect time to think We build the structure that gives you space to think, decide, and lead. If you can’t think, you can’t lead. Enough said. This is what high-performers do differently. Not just to stay afloat, but to lead with confidence when the pressure’s high. If this felt uncomfortably familiar, that’s a signal. We coach leaders through this every week. And it works. Let me know if you want an Executive Coaching Session to help get you out of the weeds and into the real work your role demands. #OverwhelmedLeaders #ExecutiveCoaching #LeadershipDevelopment #HighPerformanceLeadership #Delegation #DecisionMaking

Why Most Leaders Get This One Thing Completely Backward (and It’s Costing Them Performance) Here’s the brutal truth: you’re not responsible for the numbers. You’re responsible for the people who are responsible for the numbers.– Simon Sinek That shift in mindset changed everything for me. When I first stepped into a leadership role, I focused on reports, spreadsheets, and bottom-line results. But despite the long hours and tracking KPIs, performance plateaued. Why? Because I was managing data, not leading people. Then I learned this core leadership truth: Healthy teams drive healthy numbers. That’s when I made the shift—from pressure to presence. From metrics to mentorship. And the results? • Turnover dropped by 34% in 6 months • Team productivity increased by 47% in 90 days • We exceeded our quarterly goals—without burning out the team Why? Because people who feel seen, heard, and empowered take ownership of results. So if you’re a new manager, executive, or business owner and feel stuck chasing metrics, ask yourself: “Am I leading people, or just managing performance?” Here’s what to do: 1. Prioritize one-on-ones (people before performance reports) 2. Develop trust through active listening 3. Coach instead of control This isn’t just feel-good leadership—it’s measurable. It’s strategic. It’s sustainable. Want a real-world framework to make this shift? DM me DRIVE for my leadership white paper: “3 Ways Great Leaders Drive Results WITHOUT Chasing Numbers” you’ll: • Learn the people-first principle that top-performing leaders use • Hear a real story of how I turned around a stagnant team • Get a repeatable framework you can use this week If you lead people—this message is for you. You can’t control the numbers, but you can inspire the people who do. Lead smarter. Lead better. Lead human. #LeadershipDevelopment #CoachingCulture #PeopleFirstLeadership

Breaking the Mold: Why 90% of Coaches, Consultants, and Advisors don't make it past the five-year mark– And How You Can Defy the Odds. This statistic frustrates me. It’s heartbreaking to hear about so many killing themselves or suffering in silence instead of seeking help. Owning multiple businesses in these industries, I've met many people who have shared their challenges. The main reason for failure? Lack of clear direction. Many advisors and coaches struggle to figure out: -> Where to begin. -> Where to concentrate their efforts. -> What to prioritize. Today, I want to share the strategies that have driven my businesses to over 300% year-over-year growth since 2014, expanding our wealth coaching services to all 50 states and our consulting firm globally. These insights are applicable to anyone in the service industry. 1. Define Your Ideal Client with Laser Precision Every business decision I make is guided by a crystal-clear picture of my ideal client. I've detailed: -> A fictional name -> Family background -> Career and income level -> Biggest fears and challenges -> Aspirations and dreams 2. Frame Your Service as Exciting & Continuous Planning A one-off plan isn’t enough. It’s just a momentary snapshot. Each year, we craft a new plan for every client. Clients especially value spontaneous, unstructured calls during major life or business decisions. Having our team on retainer, ready to assist whenever needed, is what clients appreciate the most. 3. Know & Measure Your Value Relentlessly We quantify every aspect of our value, even the intangible ones. Get Creative. We offer free strategy sessions, free workshops, and scholarships. We even done plenty pay on performance at the beginning. To this day, we offer scholarship -based plans supporting single moms, veterans, and Team USA athletes. We meet clients where they are, helping them grow their businesses and protect their wealth in ways that are safe, grow tax-free, and are shielded from market losses. Clients love it and refer us to others. We’ve collected thousands of video and written reviews over the last decade. 4. Focus on Clients and Prospects Delegate everything else as soon as you can. Acquiring new business and meeting with existing clients are the most valuable activities. When you’re not worried about where your next client is coming from, you can be fully present with your current clients. 5. Build Your Personal Brand Your online presence might not bring in direct clients immediately, but it keeps you top of mind with your existing ones. Want to grow faster? 🗣 Start speaking on stages and around your community more often. In conclusion, I didn’t come up with all of this on my own. I’ve been mentored and coached by incredible people and listened to thousands of clients over the years. This is all a culmination of those experiences. ♻️ Repost this. You never know who we may save. ♻️ Click my name + follow + 🔔 #success #linkedin #leadership #resilience

I made a surprising discovery after coaching 47 teams in OKRs And almost every team gets it wrong. Here's the truth: Succeeding with OKR has zero to do with: • The most ambitious moonshot goals. • The most inspirational Objective • The perfectly-written Key Results • Automating your data collection It all comes down to one single thing: 𝗖𝗵𝗲𝗰𝗸-𝗶𝗻 𝗳𝗿𝗲𝗾𝘂𝗲𝗻𝗰𝘆. Here's what I learned the hard way: • Weekly check-ins = OKR success • Bi-weekly check-ins = Mixed results • Monthly check-ins or less frequently = Almost guaranteed failure But here's the game-changing insight I owe to Christina Wodtke: • Stop measuring progress. • Start measuring 𝗰𝗼𝗻𝗳𝗶𝗱𝗲𝗻𝗰𝗲. The single most important question in every check-in should be: "How confident are we that our current strategy is still helping us achieve our Key Results?" This simple shift transforms OKRs from a project management tool Into an engine that turbocharges your strategy execution. Low confidence? Could be an early warning signal to pivot. High confidence? Double down on what's working. 🔑 The secret: Run regular 15-minute weekly confidence check-ins instead of hour-long progress meetings and you'll see real traction. Want to transform how your team uses OKRs? Reply "✅" if you'd like my exact OKR check-in template [Follow me for more simple strategy frameworks and insights that drive results]

🧠 Not every underperforming B2B seller needs a new technique. Sometimes, they need space. Sometimes, they need clarity. And sometimes, they just need to be coached as a human — not fixed as a number. In high-stakes sales orgs, it’s easy to assume: 📉 Low quota = low skill But here’s what we miss: 👉 Quiet stress 👉 Emotional burnout 👉 Identity collapse 👉 Fake productivity masking real fatigue That’s why I wrote Silent Struggles, Stronger Teams — a playbook for sales leaders who want to coach for performance, not manage the person. Inside, you’ll learn how to: 📘 Spot the silent signs of stress before they hit attrition 📘 Use ego-state coaching (Adult vs. Parent/Child) to regulate emotional reactivity 📘 Apply the GROW model to rebuild clarity and self-worth 📘 Separate who they are from what they produce 📘 Use AI not for inspection, but for insight 📘 Run coaching conversations that unlock belief, not just behaviors 👉 Download the full playbook (PDF): https://lnkd.in/ddx-BbQw More at: https://lnkd.in/dg2-Vac6 Because not every seller who’s stuck needs more tactics. They need more truth. More safety. More space to reset. 🧭 How are you coaching under the number, not just around it?