How to Empower Your People through Collaborative Coaching

| Achieving fast results in employee job performance


Research studies into employee turnover or job dissatisfaction would confirm that the uppermost important reason for either circumstance is the employee’s relationship with their immediate manager. I can help you apply focused learning and implementation of an original coaching model that results in positive employee response to their working environment and drives their performance forward and upward.

The medium I use to provide this help is a workshop entitled, Coaching in a Word—T.O.P.I.C.©. As the workshop progresses participants develop an understanding of how the acronym provides an outline for highly collaborative and motivational coaching conversations with staff. The workshop provides the “how to’s” into each word in the acronym as outlined here:

  • TOPIC – Open the coaching conversation by referring to the topic of specific performance for which the discussion is about.
  • OBSERVATION/OPINIONS – Allow the person being coached to express their observations or opinions about their performance.
  • PERSONAL PERSPECTIVE – As the coach, offer your perspective on the individual’s performance
  • INVOLVEMENT – Encourage a collaborative approach to problem solving to improve the performance.
  • CONFIRMATION – Develop and confirm action steps necessary to implement the solutions to any performance issues.

I provide a highly interactive environment during this workshop to help drive participant understanding of the concepts to a point where they are willing to make the effort to implement the coaching model in real world situations. The coaching model itself is applicable to any environment where managers need to lead their people to profitable performance levels. This workshop event is approximately five hours in length.


  • Gain collaborative leadership techniques that encourage a high level of employee morale.
  • Greater sense of empowerment as a leader.
  • Reduced employee turnover which was caused by poor manager/staff interpersonal relationships.
  • Significantly improved employee performance thereby driving enhanced bottom-line results.