“Justin brought energy, passion, and he reinvigorated our organization to take it to the next level. There were practical tools all general managers can really use on themselves.”
Telling people what to do solves today’s problem and creates tomorrow’s dependency. Led by a PCC-credentialed coach, managers practice the questions that get people thinking for themselves and owning the outcome.
Telling people what to do might solve today’s problem. But it creates tomorrow’s dependency. When a manager coaches instead of directs, something shifts. People start thinking for themselves. They own their decisions. They show up accountable instead of waiting to be told what to do next. That’s what this workshop builds.
Coaching for Performance is a foundational coaching skills workshop for leaders who want to drive stronger awareness and accountability on their teams. This isn’t about becoming a professional coach. It’s about learning to ask the questions that change how people think and how they perform.
Led by Justin Patton, a credentialed PCC coach with the International Coach Federation, this workshop gives managers the mindset, language, and live practice to coach more effectively in the everyday moments that matter. The feedback conversations. The performance gaps. The team member who keeps hitting the same wall.
Because the managers who ask better questions build the teams that think better. And the teams that think better don’t need to be told what to do. They already know.
Justin Patton
“Justin brought energy, passion, and he reinvigorated our organization to take it to the next level. There were practical tools all general managers can really use on themselves.”
Everyone communicates the way they do for a reason. Using DISC, participants discover their style, read the styles around them, and learn to flex for more trust and less friction.
The speakers people remember aren’t the most polished. They’re the most real. Participants build a clear core message, then deliver it live with real-time coaching.
Emotional intelligence usually stays vague. Using the EQ-i 2.0, leaders see exactly where they’re strong, where they’re off balance, and the one change that moves everything else.
Most influence happens from the side of the table, not the head of it. Participants learn to build support, frame their message, and move ideas forward when they don’t hold the title.
There’s a conversation you’ve been putting off. Using the STEAM model, participants practice saying the hard thing with candor and care, and leave with a plan for the real one.
Most managers aren’t struggling because they don’t care. They’re undermanaging. This workshop turns four trust-building plays into skills managers practice in the room and use the next day.
Every room you walk into gets a version of you. This workshop shows leaders which one people actually experience and how to bring their best on purpose. It isn’t motivational. It’s a mirror.
Give your leaders space to work through real challenges, practice better conversations, and build the habits that help teams trust each other.