Tim Hagen

Progress Coaching is a pioneer in the workplace coaching movement with over 26 years of experience helping organizations increase engagement, develop and retain top talent, and create a strong workplace culture by developing managers into coaches!

What we do: 

Using our proven methodology and training system, we will create a custom coaching strategy that:

✅ Saves your organization (and your managers) TIME and MONEY
✅ Speaks directly to YOUR sales or service processes
✅ Promotes and drives YOUR organizational values
✅ INCREASES ENGAGEMENT and REDUCES TURNOVER through a culture of coaching and feedback

You name it, we’ve built it! NO MATTER WHAT the scenario, we can provide a coaching solution – guaranteed!

How it works: 

⭐ We’ll assess your organization’s current culture and goals
⭐ Design a coaching strategy that fits your unique needs
⭐ Deliver training through virtual workshops, online courses, and on-demand resources 
⭐ Facilitate group & one-on-one coaching that addresses YOUR real-life workplace challenges!
⭐ Provide on-going support you can count on! 


Why it works:

✅ Relieve the burden from HR: instead of deferring to HR for every tough conversation or performance issue, managers learn how to have coaching conversations that create strong connections, build trust, and inspire action! 

✅ L&D teams are supported: managers will learn how to structure their conversations to increase performance and become partners in driving the training & development initiatives your organization is already doing!

✅ Managers save time: managers will learn techniques to engage with employees and inspire positive change in as little as 8-12 minutes per week using our proven 4-step coaching conversation model! Through supplemental coaching strategies, managers will learn to scale their time and drive development without even being present! 

✅ Adults learn best when the material directly applies to them, and traditional training alone does not accomplish this. Our PODs format is survey-driven, targeting participants' actual workplace management and coaching challenges, with instruction, discussion, activities, and practice!



Submit your request here 👉  https://form.jotform.com/211636813521147 

Contact me:

💻 Website: http://www.progresscoachingleader.com
📅 Schedule a call: https://calendly.com/timprogresscoaching
✉ Email: Tim@ProgressCoachingLeader.com
📱 Cell: 262-227-8563

President of Progress Coaching  (Till Day I Die)

I own and operate Progress Coaching with 7 employees - we teach managers a very powerful and proven system to engage and develop their staff into high performing talent. We help groups develop, retain and recruit talent by using technology and coaching solutions to increase the bottom line. Progress Coaching has many client types from publicly traded companies to professional sports teams to credit unions to manufacturing companies to banks to people who simply want to become certified Progress Coaches.

Association for Talent Development (ATD) SEWI-ATD - Southeastern Wisconsin Chapter of the Association for Talent Development CNY ATD Training Magazine Tracy Maylett Training Industry, Inc. #coaching #leadership Emotional Intelligence

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love this what are your thoughts? Wanna free whitepaper? Comment whitepaper in comments

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We use the word coaching a lot at work. An employee misses a step. A leader gives quick feedback. A behavior gets corrected in the moment. And we say,

Tim Hagen DISC and EQ Certified

Why Do We Call It Coaching When Its Not

Association for Talent Development (ATD)

SEWI-ATD - Southeastern Wisconsin Chapter of the Association for Talent Development

CNY ATD

Training Magazine / Training Conference & Expo

Organizational Psychologist | Author | Professor | HR Services Investor

Training Industry, Inc.

Emotional Intelligence

President of Progress Coaching @ Progress Coaching | Certified Leadership Trainer & Coach

📅 Why Calendars + Asynchronous Coaching Are Changing the Way We Develop People
Most organizations don’t have a coaching problem—they have a consistency problem.
Coaching happens when time allows. Development waits for the next meeting. Growth becomes event-based instead of embedded.
In my latest article, I explore why intentional calendars and asynchronous coaching are becoming one of the most practical, scalable ways to build real capability in today’s workplace.
When you combine:
 ✔️ Scheduled coaching rhythms (what gets on the calendar gets done)
 ✔️ Asynchronous coaching nudges, questions, and reflections
 ✔️ Employee ownership between meetings
You shift coaching from reactive to continuous—and from leader-dependent to employee-driven.
The future of coaching isn’t more meetings.
 It’s better moments, reinforced over time.
If you’re thinking about how to scale development without overwhelming leaders or calendars, this perspective may be helpful.
👉 Read the article and let me know what resonates.
#WorkplaceCoaching #LeadershipDevelopment #AsynchronousCoaching #LearningCulture #EmployeeDevelopment #Coachability #FutureOfWork #ContinuousImprovement #CadenceCoaching

The Strategic Value of Calendars and Asynchronous Coaching in the Modern Workplace In today’s always-on, constantly shifting workplace, development ca

CADENCE Coaching

The BIGGEST opporutnity in next 5-7 years will be helping leaders coach employees to navigate change and new skill development. The Missing Piece: Coaching Application. Read This Article and share your thoughts

Association for Talent Development (ATD) JB Howell Will Chambers, PHR Helene Agerstig Wiese Laurie Gerrish, M.S. HRM Laurie Wiest Training Magazine

Organizations invest millions each year in training—new systems, leadership programs, sales skills, compliance, and emerging technologies. Yet despite

Open article: The Missing Link Between Training and Performance: Coaching Application by Tim Hagen DISC and EQ Certified • 3 min read

The Missing Link Between Training and Performance: Coaching Application

Association for Talent Development (ATD) Jan Stauffer, SHRM - CP and ATD - CPTD Training Magazine Training Industry, Inc. Anne Reid Annette Adams, MBA, CEBS #leadership #coach #coaching Michelle Wendt 🇺🇦 Nancy Sondergard, SHRM-SCP #shrm SHRM Linkage SHRM

Leadership is not a destination—it’s a journey. And like any demanding journey, it’s one leaders were never meant to walk alone. Cadence Coaching exis

Cadence Coaching: Why Leaders Thrive When They Don’t Walk Alone

Dynamic, highly motivated certified trainer (ATD-CPTD) and corporate leader with 14+ years of experience driving organized, efficient processes which builds cohesive teams and significantly impacts company performance.

Vice President, People Director

CHRO and Community Partner

Training & Development Manager I Leadership Coach & Facilitator I Positive Culture Change Champion

HR Consultant and Career Coach at LAK Group

SHRM Linkage

SHRM

Coaching is a term we frequently use at work, but what does it truly mean? 

👉 When an employee misses a step, a leader provides quick feedback, or a behavior is corrected in real-time, we often say, “I coached them.” However, we need to ask ourselves: did we really coach them? 

👉 Too often, what we label as coaching is actually correction, direction, or immediate fixes. While these actions are important, they are not synonymous with coaching.

👉 In today's workplace, coaching has become a catch-all term for any leadership interaction involving guidance. If a leader identifies a skill gap and addresses it on the spot, it’s labeled as coaching. If a mistake is corrected immediately, it’s coaching. If someone is redirected after an issue arises, it’s coaching. 

👉This trend is understandable; leaders are busy, and problems require immediate attention. However, categorizing all these actions as coaching dilutes the true essence of what coaching is meant to be.

👉 Corrective action is reactive, situational, and necessary. It responds to issues that have already occurred, and organizations need leaders who can step in, clarify expectations, and prevent small problems from escalating. This is good leadership and management, but it is not coaching.

Mislabeling corrective action as coaching leads to two significant issues:
1. Leaders may mistakenly believe they are coaching when they are not.
2. Employees may associate coaching solely with mistakes and corrections, rather than growth and development.

Over time, this association can make “coaching” feel tense and focused on errors, rather than fostering confidence and progress.

👊👊👊 True coaching is proactive, intentional, and ongoing. It is scheduled, even if briefly, and focuses on development rather than just addressing immediate problems. Watch This Master Coaching Lesson Volume Three: https://lnkd.in/g8E4a6Ki

The true definition of coaching in the workplace is a structured, ongoing partnership where a leader helps an employee think, learn, and grow—rather than simply telling them what to do.

👉 At its core, coaching involves:
- Asking thoughtful questions
- Listening more than speaking
- Helping individuals discover their own solutions
- Developing skills, confidence, and self-awareness over time

👉 Coaching is not about fixing mistakes in the moment, performance correction disguised as coaching, or a one-time conversation. True coaching is:
- Scheduled, intentional, and continuous—focused on growth, not just results.

When done effectively, coaching builds capability, leading to natural and sustainable performance improvement.

👉 To explain this to leaders:
- Managing tells, while coaching asks.
- Managing drives tasks, whereas coaching develops people.

The best workplaces embrace both approaches without confusing the two.

👉 A practical resource for leaders is "The Coaching Habit." This book is useful because it:
- Simplifies coaching into everyday conversations
- Emphasizes curiosity over control
- Reinforces that coaching is a habit, not an event
- Is practical for busy leaders

For those looking for a resource that leaders can utilize without becoming “professional coaches,” this is a strong starting point.

👉 Final takeaway: Workplace coaching isn’t about having the right answers; it’s about helping others find theirs—consistently, intentionally, and with care. That’s where real development occurs. 

#coaching #leadership Association for Talent Development (ATD) Training Magazine Bogdan Apostol SchoolsFirst Federal Credit Union ESL Federal Credit Union Summit Credit Union Darlyne Keller, MBA Samantha Hammock Sarah White

CEO @ Nestor | Y Combinator S18 - We’re hiring!

SchoolsFirst Federal Credit Union

ESL Federal Credit Union

Summit Credit Union

Leadership That Inspires, Strategy That Delivers | 25+ Years of Elevating People, Culture & Business Performance

EVP, Chief Human Resources Officer at Verizon

Aligning Strategy to Market Reality for Growth | Product, GTM & Organizational Alignment for Leaders, Boards & Investors | Global WorkTech HRTech TATech Expert

Two tellers. Same branch. Same goals. Very different outcomes.

Teller A receives observational coaching. A leader watches, makes a quick correction, and moves on. While this is helpful in the moment, once the rush hits, the learning fades. There’s no follow-up, no reflection, and no growth plan.

In contrast, Teller B benefits from continuous coaching. This includes short, intentional conversations, clear focus areas, and regular check-ins. The questions posed build confidence rather than just compliance. 

Over time, Teller B not only performs better but also thinks better. They anticipate member needs, connect the dots, and grow into their role—and beyond it.

That’s the difference. Observation fixes a moment, while continuous coaching develops a person. In credit unions, developing people is essential for winning in service, culture, and careers.

If you're ready to move beyond “I noticed…” coaching and into real, sustainable development, consider Credit Union Coach—the all-in-one leadership coaching platform designed specifically for credit union leaders who want coaching to stick. Great coaching isn’t occasional; it’s a rhythm. 

Get Info Here: https://lnkd.in/gmmGEQah or DM Me Here

#creditunions #coaching ESL Federal Credit Union Summit Credit Union Kris Prince Jane Roberts Laurie Wiest Keri Ashkenazy, MA Darlyne Keller, MBA SchoolsFirst Federal Credit Union Rockford Bell Credit Union Libro Credit Union Credit Union Digital Marketing

Client Service Manager

Manager, Administrative Support Team at ESL Federal Credit Union

Chief Engagement Officer (CGO)

Learning & Development Specialist | M.A. Social-Org Psychology, Columbia University | Helping companies train their most engaged and productive workforce

Rockford Bell Credit Union

Libro Credit Union

Credit Union Digital Marketing

What if coaching was seamlessly integrated into leadership? Imagine every leader having a dedicated, certified coach focused solely on helping them apply coaching in real-time—during team interactions, with individual employees, and in those critical moments that truly matter.

This approach emphasizes application over training and theory, addressing the shift leaders are currently seeking.

CADENCE Coaching provides busy leaders with an assigned certified coach who assists them in:

- Translating coaching concepts into meaningful conversations
- Inspiring and motivating individual team members, not just the group
- Maintaining consistency, even amidst packed schedules and high pressure
- Focusing on coaching strengths rather than merely correcting behavior

This isn’t about adding another task to the to-do list; it’s about having someone alongside the leader to ensure coaching becomes a natural part of their leadership style.

What would change if your leaders never had to guess how to coach again? CADENCE Coaching embeds coaching support directly into leadership—without adding time, complexity, or burnout. Consistent application is the key to effective coaching. Get More Info: https://lnkd.in/gz3qz2U4

Coaching doesn’t fail in organizations because leaders don’t care. It fails because coaching too often waits for the perfect moment—a meeting, a review, a quiet week that never comes.

That’s why Coaching Nudges are becoming one of the most powerful tools in modern leadership development. These small, intentional prompts help leaders reinforce growth, awareness, and accountability in real time—without adding meetings or complexity. When used consistently, coaching nudges turn everyday moments into development opportunities and help build a true coaching culture.

👇 Before you read on, reflect for a moment:
 • When was the last time you nudged someone’s growth—without giving advice?
 • What would change if coaching showed up weekly instead of quarterly?
 • How could small questions create big performance shifts on your team?
This article explores how coaching nudges work, why they’re so effective, and how leaders can start using them immediately to drive engagement, performance, and coachability—one moment at a time.

#Leadership
 #LeadershipDevelopment
 #Coaching
 #CoachingCulture
 #WorkplaceCoaching
 #EmployeeDevelopment
 #CoachingNudges
 #CadenceCoaching
 #ManagerEffectiveness
Association for Talent Development (ATD) Training Magazine Anne Richards Gustafson Annette Adams, MBA, CEBS Betty Harwood Betty Baker, PHR Nancy Wraight, SHRM-SCP

Coaching Nudges: The Small Leadership Moments That Create Big Change Most leaders don’t struggle with wanting to coach their people. They struggle wit

Open article: Want Motivated and Inspired Teams? by Tim Hagen DISC and EQ Certified • 3 min read

A Smarter Way to Coach—Without Adding More to a Leader’s Plate

👉 Organizations are increasingly recognizing a crucial truth: Leaders don’t struggle with the concept of coaching; they struggle because coaching often falls by the wayside amidst their busy schedules. Meetings pile up, urgent issues take precedence, and good intentions fade away.

👉 Cadence Coaching was created to address this challenge. It provides leaders with an assigned, certified coaching partner dedicated to helping them apply coaching consistently and practically within their real workweek. This approach emphasizes application, reinforcement, and meaningful conversations rather than more theory or additional training portals.

👉 Why Leaders Win (and Actually Enjoy It):
- Coaching support without adding more meetings
- Clear guidance on what to say and how to say it
- Strength-based coaching that inspires rather than exhausts
- Confidence in coaching effectively
- Consistency, even during busy seasons

👉 Cadence Coaching is structured enough to drive results, flexible enough to fit into real leadership life, and engaging enough for leaders to actively participate.

👉 The Strategic Advantage:
Cadence Coaching bridges the gap between training and execution, intent and consistency, and knowing how to coach versus actually doing it. Organizations leverage this approach to enhance engagement, retention, and leadership bench strength without overwhelming their managers.

Imagine the impact if your leaders had a coach supporting them every week. Coaching doesn’t fail because leaders lack interest; it fails due to a lack of support. Cadence Coaching changes that. Get Info Here: https://lnkd.in/gz3qz2U4 

SHRM Training Magazine Training Industry, Inc. Association for Talent Development (ATD) Annette Adams, MBA, CEBS Anne Reid Lisa Ely  MBA Lisa Ploszaj, SPHR, SHRM-SCP Lisa Eichten Betty Harwood Janice Krassowski-Quintana Janice Skipwith Jennifer Guilette Jennifer Cardona, MBA-HR, MSW

Join us with Training Magazine for How to Reinforce Training with AI & Coaching
When: Tue, Jan 20, 2026 at 9AM Pacific / 12PM Eastern
Why: 100 % Educational and FREE Cpourse for all live attndees on Coaching!
Register Here: https://lnkd.in/ggmmk2D2

Association for Talent Development (ATD) Amy Walby Amy Debroczy Lisa Eichten #coaching #leadership #leadershipcoaching #training #Learning #trainingreinforcement Bryan Obst Bogdan Apostol Britton Ertman Brittney Medina Milwaukee Brewers

Director, Human Resources

Commercial Leader Strategic planning and Execution

Global Learning and Development | Leadership Development | Digital Learning | Talent Development | Global Learning Program Management | Change Management

HR Manager Wacker Neuson America

Chief Operating Officer at Profi

VP of HR Operations at Marking Services, Inc.

Milwaukee Brewers

Tim DISC and EQ Certified

Executive Leadership Coach | Certified Progress Coach | Helping Leaders Coach, Grow People & Improve Performance | Coaching with HEART – Habits Empower Authentic Resilience & Trust

I am excited about the New Year, a fresh start, and new beginnings. In 2025, we learned many new things, including the new era of artificial intelligence. The more technology advances, the greater the need for human connection and leadership. 

We need to be aware of a couple of things in the job market:
First, AI. Research shows that the top skills people will need are AI.
Second, leadership skills. All eyes are on us; what we do and what we say matters.

This leads to the human connection - something AI will not replace: 
When leaders coach their teams, and I've always said this - questions are the answer. Asking the right questions helps build awareness, and for the coach, the person being coached can also help clarify. 

Next is action. Activities help facilitate action and skill development. Practice a conversation or technique. This is what stimulates positive change. 

Accountability can be challenging; however, it doesn't have to be. 
Learning projects foster accountability and ownership. Ask an employee to come in with an example of how they positively invested in a teammate
with a strong sense of energy and an outgoing, positive attitude. 

This is a mini snapshot of why human connection is essential in leadership and coaching. It's Getting To The HEART of Progress. Building your moral compass. Habits Empower Authentic Resilience and Trust.

#Leadership  #HumanConnection  #AwarenessActionAccountability  #GettingToTheHEARTOfProgress #CoachingWithHeart

What if you could coach without meeting? Huh? What if a new coaching approach crreated specific plans and timeframes thast saved leaders time to coach ... by as much as 40%! Welcome CADENCE Coaching ... checkout our latest podcast. If intrigued DM me! https://lnkd.in/g8rGkBum

Association for Talent Development (ATD) AJ Perkins Britton Ertman #coaching #leadership Angela Boesel Angela D. Boston Lenn Moorhead-Rosenberg

buzzsprout.com

NEW Coaching Method Saves Time: Welcome CADENCE Coaching - Coaching Conversations in 2025

Go-To Market Expert for Cleantech | Strategic Advisor | Ex-CEO | Built 3 Companies, Closed $15B+ in Contracts

Relationship Banker

Human Resources Director

Director, Organizational Development at St. Charles Healthcare

If you think you're coaching your team by giving advice, think again.

Here's the hard truth: Most managers believe they're coaching, but they're just telling people what to do. And it's costing organizations engagement, retention, and real results.

Real coaching isn't about having all the answers. It's about asking the right questions. It's listening, not lecturing. It's helping people discover their own solutions instead of handing out quick fixes.

I've seen it over and over. A manager has a weekly one-on-one, drops a few "helpful" tips, and checks the coaching box. But the employee leaves uninspired, unchallenged, and unchanged.

Advice can feel productive in the moment, but it doesn't drive growth. It creates dependency. People tune out. The best performers crave ownership, not step-by-step instructions.

So here's my challenge: Next time you're tempted to give advice, pause. Ask a question instead. "What options have you considered?" "What would you try if you weren't worried about making a mistake?" "How can I support you without stepping in?"

The shift is uncomfortable at first, but that's where real development happens. Coaching isn't about your expertise, it's about unlocking theirs.

Ready to break the advice cycle and actually coach? Your team is waiting.

To quote a client "CADENCE Coaching is really innovative. Its like having a workplace coaching expert right next to you assitring you every step of the way." 

👉 Cadence Coaching is a modern approach to leadership and development that moves coaching out of the calendar and into the flow of work. Instead of relying on infrequent, scheduled conversations, cadence coaching delivers short, focused coaching moments—paired with simple application challenges and reflection—on a consistent rhythm. This allows learning to be reinforced where it matters most: in real situations, real decisions, and real behaviors.

👉 For future-ready organizations, CADENCE coaching closes the gap between training and performance. It accelerates upskilling, builds accountability without burnout, and helps leaders develop people continuously rather than episodically. As roles evolve and skills change faster than job descriptions, organizations that embed coaching into daily cadence won’t just keep up—they’ll build adaptable, confident teams that grow with the work instead of chasing it.

#CadenceCoaching #LeadershipDevelopment #FutureOfWork #Upskilling #Reskilling #CoachingCulture #LearningAndDevelopment #TalentDevelopment #PeopleLeadership #ModernLeadership #ContinuousImprovement #WorkplaceCoachingi

Mike Carroll has a system for hiring sales people that is so unique! My own referrals to him rave about the approach! Need sales people reachout to Mike!

Founder, Intelligent Conversations | Author | B2B Sales Training Consultant | Converting Sales Teams into Revenue Generating Machines

How confident are you in your sales hiring right now?

I don't mean optimistic or hopeful. Actual confidence. 

I ask because this is the time of year when a lot of leaders feel pressure to “get ahead of it.”

Q1 plans are taking shape. Revenue targets are locked. Gaps from last year are suddenly very visible. And sales hiring starts to feel urgent.

What I see happen next is usually some version of this:
- A role gets posted quickly, using language that worked once before (are you using old job descriptions from previous years?) 
- Interviews move fast because “we don’t want to lose good candidates”
- Decisions get made on instinct, energy, and resume patterns

Don't worry, none of this is careless. It’s human.

But it’s also how hiring mistakes quietly get repeated.

The warning signs rarely show up immediately. 

They surface months later as slow ramp time. As deals that stall. As managers spending more time coaching basics than building momentum. As the realization that the role itself may never have been clearly defined.

At that point, the question becomes “Why isn’t this working?”

When the better question earlier would have been “What are we actually hiring for?”

Strong sales hiring starts with clarity. I'm sure you know this. 
- Clarity about the environment someone is walking into.
- Clarity about the skills this role actually demands.
- Clarity about what has made people succeed here and what has caused others to struggle.

The most effective leaders I work with do something that feels counterintuitive right now.

They pause before acting. They assess before posting. They get specific before interviewing. They slow the process down just enough to avoid speeding into the wrong decision.

I’m curious what you’re seeing.

Where does sales hiring feel hardest for you right now? 

Attracting the right candidates? Evaluating them well? Or being clear on what success in the role really looks like?

This is a conversation worth having early on.

How to Reinforce Training with AI & Coaching with Training Magazine

Most training doesn’t fail because the content is bad.
 It fails because reinforcement never shows up.
Leaders leave training inspired…
 Then Monday happens.
In this upcoming free webinar, I’ll break down:
 ✔ Why training alone rarely changes behavior
 ✔ How AI can reinforce learning in the flow of work (not in more meetings)
 ✔ Where coaching conversations create the human connection that AI can’t replace
 ✔ A simple reinforcement loop leaders can apply immediately
This session is designed for:
 • Leaders overwhelmed by “initiative overload”
 • HR & L&D teams tired of low training adoption
 • Organizations looking to scale coaching without adding calendar pressure

If you’re thinking about how AI fits into leadership development without losing the human side, this will be practical, grounded, and very real.

📅 Save your seat and bring a colleague who cares about performance, not just programs. Register Here: https://lnkd.in/ggmmk2D2

#LeadershipDevelopment #CoachingCulture #AIatWork #TrainingReinforcement #FutureOfWork #PeopleDevelopment #WorkplaceCoaching Association for Talent Development (ATD) Training Industry, Inc.

A quick reminder as you end this week: your only real competition is yourself.

Entrepreneurship is not a race, and it is not meant to be. It is shaped by your goals, your season, and the life you are building.

✨ Someone else’s progress does not take away from yours
✨ Someone else’s pace is not a standard you have to meet
✨ Someone else’s wins do not tell the full story

The only comparison that actually matters is who you are becoming compared to who you were yesterday.

Stay focused on your own growth. Build at a pace that is sustainable. Keep taking the next right step.

If this resonates, share it with someone who could use a little encouragement today.

#Entrepreneurship #Leadership #GrowthMindset #BusinessOwner #PersonalGrowth

What happens after training? What do leaders say to employees? What do they facilitate to reinforce training? Do they? The missing piece?  COACHING APPLICATION: Check out our latest podcast: https://lnkd.in/eUjXgST3

Association for Talent Development (ATD) Gary Broesch Gary Wendel, SPHR Gary Rosia Gary Deppe Harry Kohal Kelly Lake Training Magazine

Get referrals on autopilot: build an AI-powered referral system in 15 minutes a day

Heather Maietta, Ed.D., CDFI

Director of Career Services/Asst. Director of the Professional Development Seminars Program

Coach for Career Coaches | Delivering Internationally-recognized Career Coaching Certifications | Follow Me for Daily Career Insights

I train professionals in the career coaching space on how to LAND MORE CLIENTS through better coaching. 

📌 Trained and certified over 1,000 career coaches.
📌 Guided over 10,000 clients through career development and coaching.
📌 Author of Coaching for Coaches Handbook (NCDA, 2023).
📌 CMCS Credential Commissioner 

For the past 20 years, I’ve trained career coaches how to get actionable results from their coaching. 

My clients span private practice, career services, workforce development, academia, HR, and talent acquisition. 

My mission is to help career professionals generate a steady base of clients by developing and honing their coaching skills.

🔑 How I Can Help You:

Career professionals who master coaching techniques, integrate cutting-edge tools, and refine their approach consistently land more clients and deliver better results for their ICP.

✔️ Training & Certification – Courses that deliver practical, real-world coaching strategies and resources you can use immediately.
✔️ Personalized Coaching – Whether you're launching your coaching career practice or refining your coaching approach, I’ll help you generate more clients by strengthening your coaching muscles, improve your techniques, and grow your toolkit of strategies.

🌏 Why This Work Matters:

My own career path wasn’t linear. I tried 14 different jobs before finding what truly fit. That journey taught me how critical the right guidance is during career transitions.

Now, I help career professionals become that guide for others.

Career coaching changes lives. Every coach deserves top-tier training and support to attract clients and make a lasting impact. Over the years, I’ve worked with professionals worldwide, helping them build thriving careers while making a difference in others’ lives.

📩 Let’s Connect:

Ready to elevate your coaching practice? I’d love to help.
📧 Email me: heather@careerinprogress.com
📅 Register for the FCD Course or book a consult today

Owner

Executive career and professional development coach for aspiring and seasoned career coaches and career changers. 

Coach and mentor professionals in the career services delivery space to grow and develop their own coaching talents. Work with organizations to train their workforce development and career services staff members on career delivery and industry trends. 

Certified MA Small Business and Women-Owned Business. Certified by MA Dept of Education to award PDP for professional development.

Dr. Heather Maietta

People won’t remember your title. 
They’ll remember how you made them feel.

I still remember the humiliation.
The sting.

It's been years.
Yet, the memory resurfaces every time I hear the organization's name. 

When employees are treated with disrespect or disregard, it sticks with them long after they've moved on. 

People remember how you treat them.
Good or bad.

Because titles change:
➤ Promotions happen (or don’t)
➤ Teams reorganize
➤ Companies merge
➤ Your “role” becomes a line in someone’s org chart archaeology

Your impact sticks.

Most people can’t list their old coworkers’ job titles, but they can tell you exactly who:
➤ made them feel small in a meeting
➤ took credit and disappeared
➤ gave feedback without humiliation
➤ advocated when it was inconvenient
➤ made work feel safer

If you want a reputation that lasts, be unforgettable for the right reasons.

Your title is what you do.
Your presence is what people take home. 
And store.
____
🔔 Follow Dr. Heather Maietta - Coach for Career Coaches for career tips that stick.
♻️ Share to help others realize the impact of their actions.

Dr. Heather Maietta - Coach for Career Coaches 

Award-Winning Coach for Career Coaches | Delivering Internationally-Recognized Career Coaching Certifications | Follow Me for Daily Career Insights

The one person critical to your promotion (hint: it’s not your boss):

Let’s get real for a minute.

I work with incredibly talented, high-achieving professionals every single week. People who are crushing KPIs, leading complex projects, and keeping the wheels turning.

But when I ask them, "What are you most proud of accomplishing?"

I get two responses:

Crickets.
Or worse, the immediate deflect.

It was nothing.
I got lucky.
It was the team's good work.

blah, blah, blah, blah, blah, blah, blah, blah, blah, blah, blah, blah, blah, blah, blah, blah, blah, blah, blah, blah...

Stop right there. 🛑

Why are we so allergic to owning our awesomeness?

We've internalized the idea that being proud of our work equals arrogance. 

We were taught to put our heads down, work hard, and wait to be noticed.

Here's what I tell my clients, even the executive ones: Waiting to be noticed is a terrible career strategy. 

I mean terrible.

If you are waiting for the universe to validate your hard work before you validate it yourself, you will be waiting a long time. 

Everyone else is too busy worrying about their own careers.

Having your own back means recognizing the sweat equity you put in. 
It means allowing yourself a moment of genuine pride before rushing off to the next fire drill.
It means being your own best advocate.
Your own best friend.

If you don't believe in yourself.
Why should anyone else?

If you don't loudly champion your wins.
Who will?

If not you, then who?

In the comments, I want you to practice. 
Drop one win from this week!
____
🔔 Follow Dr. Heather Maietta - Coach for Career Coaches for supportive career advice.
♻️ Share with someone who needs to hear this message.
🖇️ Save for days when self advocacy is low.

Seek first to understand.
Then to be understood: 

Awkward feedback can shut down a coaching relationship fast.
 
Not because people are unwilling to hear.

But because most feedback is unstructured.

If you coach, manage, or lead people, you've seen (and probably gave your fair share of) feedback.

And I’d venture to guess that most of it was vague, untargeted, and impossible to act on.

I just wanted to share… 
Something I've noticed… 
In general... 

Sound familiar?

Feedback needs an anchor.
A container that makes it usable.

Here are 8 feedback models I keep in my coaching toolbox.

And when I use each: 

1/ GROW (Goal-Reality-Option-Will) 
➤ Use when the feedback is really a decision conversation.  

2/ SBI (Situation-Behavior-Impact) 
➤ Use when you need clean, specific, non-dramatic feedback. 

3/ Feedback Sandwich 
➤ Use sparingly (like cologne). 
➤ Works only when the middle is specific.

4/ Pendleton’s Rules (Self-assess first) 
➤ Use when you want to foster ownership.

5/ DESC (Describe-Express-Specify-Consequences) 
➤ Use when a boundary needs to be set and maintained.

6/ Start/Stop/Continue 
➤ Use when someone needs a reset.

7/ Feedforward (Focus on future)
➤ When defensiveness or shame blocks learning. 

8/ Build-Up Model 
➤ When confidence is low, but potential is high. 

Quick guide on choosing the most appropriate model based on your desired outcome:

Decisions → GROW 
Clarity → SBI 
Motivation → Feedback Sandwich
Boundaries → DESC 
Defensiveness → Feedforward or Pendleton 
Behavior change → Start/Stop/Continue 
Confidence → Build-Up 

Being good at feedback isn't about being nicer.

It's about being structured.

And structure is kindness. 

It tells the other person: 
I care enough to be clear. 

🖇️ If you coach, lead, or manage people, save this for future reference. 
____
 Join my free career coaching masterclass: https://lnkd.in/epyeuSwU

♻️ Share to improve feedback

If you’re white-knuckling your career right now, read this.

There’s a fable that perfectly explains why forcing your way forward often backfires. 

It goes something like this...

The North Wind and the Sun get into an argument about who’s stronger. To settle the argument, they agree on a challenge: Who can get a traveler to remove his cloak?

The North Wind goes first. He blasts the traveler with gusts of cold, harder and harsher. But the more he pushes, the tighter the traveler clutches his cloak. 

Then the Sun takes a turn. He shines steadily, radiating warm and calm.

Little by little, the traveler relaxes.
Eventually, he removes the cloak on his own.

The Sun wins.

Not by force, but by influence.

This isn’t just a cute fable. 
It’s basically a workplace case study on how people change.
Including you.

1/ Force creates resistance. Support creates movement.
Career stress often comes from North Wind strategies. Resistance often sounds like:

► “I should already know this.”
► “If I push harder, I’ll figure it out.”
► “I just need more discipline.”

That kind of pressure can work short-term, but usually leads to overthinking and burnout.

Approaching with Sun energy is often better better: 

► steady skill-building
► realistic pacing
► encouragement and accountability

Environments that make you want to grow help you build momentum without frying your nervous system.

2/ Progress is often self-led. After the conditions are right.

► The traveler removes the cloak by choice. 
► Same with career moves.

The most durable decisions, like pivoting and negotiating tend to happen when:

► clarity increases
► confidence rises
► fear decreases
► support exists

In your career, you don’t just make moves, you make moves you can sustain.

3/ Influence beats intensity.

The North Wind is intensity: forceful, immediate.
The Sun is influence: consistent, strategic.

In your career, influence looks like:

► building credibility over time
► showing your work without chest-thumping
► earning trust through reliability
► investing in relationships before you need something

Opportunities start coming to you because people remember how working with you feels.

4/ It applies to coaching, too.

If you coach or lead people, this is your reminder:

► Pressure creates compliance
► Respect creates commitment

You stop getting performance theater and start seeing real behavior change.

Try the Sun Strategy this week:

Loosen the grip: 
↳ What are you pushing too hard on that needs a different approach?

Turn up the warmth: 
↳ What support would make this easier? 
↳ How can you draw on mentor feedback, clearer goals, a boundary?

Choose influence: 
↳ What small action can you repeat for 10 days?

Your career journey doesn’t have to be a battle of endurance.

The next level doesn’t come from blowing harder.
It comes from working smarter and steadier.
______
🖇️ Save for future reference
♻️ Share with someone who could use a career boost

Most job seekers make one costly mistake. 

They don't execute with a strategy:

My husband recently had hip surgery.
In his downtime, he rewatched the Star Wars trilogy.

I found myself thinking: 
This storyline has a lot to say about career growth.

You don’t need Jedi powers to land your next role.
But you do need more than just a resume update.

There’s a sequence to an effective job search.
And when you follow it, things fall into place faster:

🗡️ Start with your mindset.
Confidence and resilience are non-negotiable.

🗡️ Sharpen your skills.
Get clear on the technical and soft skills today’s roles demand.

🗡️ Expand your network.
Most opportunities come from people (not job boards). 
Start with mentors, former colleagues, industry peers.

🗡️ Update your materials.
Tell a story that connects with the role you want.

🗡️ Be intentional with applications.
Target roles that match your goals and values.

🗡️ Practice your interview presence.
 Prepare stories. Ask questions. Show how you think.

🗡️ Negotiate with clarity.
Know what matters to you. 
The best outcomes benefit both sides.

The Force is optional.
A strategy isn't.
_________
👉 Save this if you’re job searching.
💬 Share with someone who'd appreciate the lightsaber logic.

Going back to work after the holidays can feel harder than expected:

The good news?
Time off helps.

The APA Work and Well-Being survey reported 58% of working adults felt more productive after a holiday or work break.

The challenge? 
The effect doesn’t always last. 

In the same survey, respondents said the benefits disappeared immediately (24%) or lasted only a few days (40%).

So, how do we preserve the recharge? 

Create structure that helps you maintain momentum.

1/ Make a re-entry plan for your first day
💡Identify no more than 5 priorities:
➤ One fast win, one must-do, one delayed task, one follow-up, one preparation for tomorrow.

2/ Prep before action
💡Set a timer to avoid getting pulled into reactive work.
➤ 20 minutes to review your calendar and upcoming deadlines.
➤ 20 minutes to scan your inbox, archive what you can, flag what needs action.

3/ Define your top 3 outcomes for the day
💡Choose 3 results that would make the day successful. 
➤ If you don’t choose them, your day will be driven by other people’s priorities.

4/ Use short momentum blocks
💡If focus is low, start with 15 minutes on a single task. 
➤ Progress increases motivation more than waiting for motivation to arrive.

5/ Protect one uninterrupted focus block
💡Schedule 45 minutes of distraction-free work.
➤ Move results forward to reduce the backlog feeling.

The first week back isn’t about doing everything at once. 

It’s about re-establishing routines so the recharge benefits of your time off last longer.
_____
🔔 Follow Dr. Heather Maietta - Coach for Career Coaches for sane career advice.
♻️ Share to brighten someone's Monday.

Stop calling your workplace a family. It's not serving anyone:

Especially not the people exhausting themselves to prove they belong.

We need to retire the idea that work should replace your life.

You can care about your coworkers, be proud of your team, do meaningful work together, and still hold clear boundaries.

When work becomes a stand-in for belonging, people tend to over-give and under-protect themselves. 

And the cost shows up everywhere:

> 44% of employees report daily work stress; most tied to workload they can't control.

> Burnout is now officially recognized as an occupational phenomenon, not a personal failing.

> Long hours and blurred boundaries consistently correlate with anxiety, sleep issues, and people walking out the door.

None of that improves loyalty, performance, or culture.

A strong workplace functions more like a community when it has:

1/ shared values
2/ mutual respect
3/ clear roles and expectations
4/ room for dissent and voice
5/ Understanding that people have full lives outside of their jobs

Create a work life where respect doesn't depend on being always-on and belonging doesn't cost you your boundaries.

You're allowed to care about your work and protect your life. 

_____
🔔 Follow Dr. Heather Maietta - Coach for Career Coaches for honest career advice without the corporate fluff.

♻️ Share to help someone set better boundaries at work

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