I Hired a NEW Coach. Here’s What I Looked For

⏱️ 58:50 🎤 Mike Andes, Zach

AUDIO EPISODE

I Hired a NEW Coach. Here’s What I Looked For

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Chapters

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0:00

Types of Coaching

Mike categorizes coaching into accountability, peer-to-peer, and guru, each serving different needs and offering unique benefits.
0:42

ROI of Coaching

Mike explains that the value of top-tier coaching isn't always quantifiable through a direct ROI, but rather in strategic guidance and preventing significant errors.
0:15

Commiserating vs. Venting

Mike differentiates between unproductive commiseration and healthy venting, highlighting that successful individuals avoid drawing others into negativity.
0:23

Choosing a New Coach

Mike details his process for selecting a new coach, prioritizing someone who can provide fresh eyes and proactive insights into his business data.
0:30

Coaching Lifespan

The discussion covers the duration of coaching relationships, suggesting that guru-level coaching might be temporary while peer-to-peer and accountability coaching can be ongoing.
0:36

Education vs. Coaching

Mike distinguishes between education (conferences, workshops) which identifies skill gaps, and coaching which focuses on implementation and personalized solutions.
0:40

Packaging the Offer

Zach explains his personal coaching goal of improving Augusta's offer packaging to attract a new executive-level client profile, acknowledging it as a skill gap.
0:47

Focusing on One Thing

Mike elaborates on the challenge of prioritizing one key issue amidst many 'fires' in business, emphasizing that saying no to other burning issues is the hardest part.
0:53

When to Get Coaching

Mike advises that coaching is most effective when there's a recognized skill gap and a clear problem to solve, rather than just needing more execution.
0:57

Non-Financial Advice

Mike's non-financial advice is to periodically take a few days off caffeine to assess addiction and dependence.

Speakers

Mike Andes

Host

Zach

Host

Key Takeaways

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Identify the specific type of coaching you need (accountability, peer-to-peer, or guru) as each offers distinct value.

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Do not seek a coach if your primary goal is to commiserate; true coaching focuses on actionable solutions and growth.

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Prioritize trust in a coach, allowing for faster progress and implementation of advice without constant questioning.

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Distinguish between education (conferences, workshops) that identifies skill gaps and coaching that provides personalized implementation guidance.

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Allow employees to get coaching when they identify a skill gap, demonstrating humility and a strong likelihood of implementing learned solutions.

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The hardest part of focusing on one major business 'fire' is saying no to the other 99 that also need attention.

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Periodically assess dependencies like caffeine by taking short breaks to ensure they don't hinder performance or clarity.

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