coachcoale.base.eth (coachcoale)

Hello, Farcaster! Greetings from North Carolina. A bit about me... I believe in the inherent capacity of people and in the positive impact of choice + voice on their growth and development. My mission: To help elite artists + builders create the lives that they want, aligning their values and behaviors. With a background in high-performing schools — as a classroom teacher, athletics coach, dean of students, and director of student leadership — I’m an educator at my core. In my coaching practice, respect for the learner, admiration for teams, and engagement with the learning process have primacy. I’m a proud member of Marshall Goldsmith’s 100 Coaches Community. I earned my ICF ACSTH certificate with Damian Goldvarg, MCC, in 2021, a specialization in coaching teams in the fall of 2022, and an ICF Level 2 certification in 2023. I am a credentialed Professional Certified Coach with the ICF, as well as a Birkman Certified Professional. I have the fortune of working with remarkable clients around the 🌎. To learn more and book a discovery call, visit: calendly.com/kevincoale/discovery. It's a great day to be coachable, my friends 👏🏻👏🏻

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When I work with a leader, these are the questions I like to ask their team: • What are the key strengths you see in how she leads? • Where could she grow or improve? • What one behavior change would make the biggest positive difference? • When have you seen her at her best? • When is she less effective? The first two matter most. Every leader is doing something well. And every leader has something getting in the way. The third moves us to action. Coaching that stays at awareness is an expensive waste of time. The work is behavior change. The last two are about environment. They help a leader see where they naturally thrive, and where they need to flex – or need more support. One more thing. I get to run these interviews often. Team members really appreciate when leaders do this kind of work. Yes, the leader gets useful data. But just as important, they signal something to the team: coachability, curiosity, and care.

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Obsessing about building the "perfect" team is a waste of time. Teams, like humans, are imperfect. And constantly changing. Focus on these two things instead: 1) Surround yourself with the best people you can, knowing there will always be constraints. Budget. Experience. Geography. 2) Build a culture where people can flourish. The way will open, as my Quaker friends like to say. Get your team ready.

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Want to make your 1:1s better with your team? 1) never cancel them 2) co-create an agenda 3) be present as hell If you don’t have an agenda prototype, DC me now. Happy to share one — for FREE — I have used + loved with clients.

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You can’t fake trust. You can’t fix culture later. The Delta – Episode 16 is live on @pods and YouTube. Δ Inside Farcaster: Why Culture Comes First with Dan Romero Δ We discuss: → Hiring as a risk investment → Culture as an immune system → What leadership really looks like at scale If you're a leader who's ever thought, “I'll worry about culture tomorrow,” this is your wake-up call. @dwr keeps it real – from @coinbase to /farcaster. For anyone building a company or becoming a leader worth following. It’s a great day to be coachable 👏🏻👏🏻 🎧 Listen, collect, earn $DEGEN https://pods.media/the-delta/episode-16-inside-farcaster-why-culture-comes-first-with-dan-romero https://youtu.be/_mQANXVdP9o

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"You win or lose as a team." In my upcoming pod with @dwr, we dig into why culture isn’t just a vibe—it’s the immune system of an org. It protects you from bad hires, bloat, and burnout. Culture comes first. Everything else follows. Stay tuned for the full episode dropping on @pods next week. In the meantime, it’s a great day to be coachable 👏🏻👏🏻

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Good coaching is simple. If the client doesn’t perform differently, the coaching didn’t work. And if you’re in a coaching role, your job isn’t to sound smart. Your job is to help someone change something that matters. But how do I know if it’s working, you might ask? Look for movement you didn’t create yourself. What specific behaviors did they choose? What visible impact did those actions have on the people around them? If change has taken place, it should be easy for stakeholders to give examples. That’s your evidence. The world of performing arts + athletics isn’t that different from leadership: You do a baseline assessment at the beginning, then another a few months later. Leadership is a set of behaviors... muscles, really. If you train them, they grow. If you don’t, they don’t.

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