Transforming Coaching: Leverage the Power of Cadence Coaching and Asynchronous Communication

Cadence Coaching is a revolutionary coaching approach that shatters the traditional, scheduled sessions as an old paradigm. Coaching conversations are not bound by calendars but instead flow naturally, capturing real-time moments of insight and progress. Our personal journey with Executive Coach Phillip reveals the power of asynchronous communication, where tools like Slack enable dynamic and engaging interactions. You'll learn how integrating content—such as videos and thought-provoking questions—into these exchanges enriches the coaching experience, making it both immediate and impactful.

We'll showcase real-life success stories of clients who have gained clarity and purpose through Cadence Coaching's innovative methods. Redefine your perspective on coaching, showing how this flexible approach captures invaluable opportunities that traditional methods often miss.

Does it matter how we coach?

What do I mean by that? Does the methodology in which we coach matter in terms of the delivery method? One of the things that we've developed here at Progress Coaching is a methodology called Cadence Coaching.

Cadence Coaching is an asynchronous version of coaching. For the last 15 years, I've actually taught a concept called journal-based coaching. What I've noticed lately as we've dived more into one-on-one coaching and supporting our clients is that having those conversations during scheduled times either bi-weekly or monthly was just not as impactful as we were hoping.

So I started to work with my personal coach, Phillip Migyanko, and we started to talk about our sessions and I said to him to be honest with you, I don't want to schedule a half an hour. I prefer to keep a free-flowing conversation going. We started to use a Slack channel, which really worked. What we started to notice more than anything was our ability to have free-flowing conversations sharing thoughts, asking questions and uncovering what the other person was going through. I noticed I was gaining traction. I was gaining a lot of traction. As he was coaching me, I felt different. I thought to myself, boy, there's something here.

For the last two years, we've created something called Cadence Coaching.

I want to be very clear. I am not advocating for or against in-person coaching vs virtual coaching, scheduled, calendar-driven coaching sessions. Whatever method works best for the individual depends on their needs. What I'm saying is there's another form of coaching, which is the way we coach. Let me give you two examples.

Cadence Coaching is something where we use content. I'll send out to somebody who I'm coaching right now who's really struggling finding where they want to take their career. So I sent a few videos with a software tool that we use and I asked them how the video sat with them. "What did you learn from this video?" With some really good coaching questions after the content, he said, "This is really fun, this is different." I then looked back at the timeframe of our coaching interactions, which were about 30 going back and forth, roughly about 15 each person. We added up the time from both parties across the 30 interactions, and the total coaching time was under 40 minutes. So I asked him, "Does this process work for you?" He loves it.

Do I think we're going to do in-person coaching and have scheduled time on our calendar? Definitely. The point is we have additional means of connecting and helping in the moment.

Cadence Coaching is about sending content, asking questions, and when someone answers, the cadence of interaction starts. Here was the cool thing. When we did this, we noticed we were capturing things in real time. He shared things with me like, "My boss and I had a conversation about my strengths and where she saw me potentially going with my career. The boss, whether correctly or incorrectly, said "oh, I think you'd be great as a project manager." My client has no interest whatsoever in being a project manager. Now, the boss isn't wrong. But in that moment, he had a chance to sit and ask me how he sits down and have that conversation with his boss. I captured this. I gave him some feedback, some insights, ideas, and a few strategies.

Had we waited for our next calendar-driven coaching conversation, what would have happened? We would have lost that opportunity, that moment. Think about using content and creating a cadence of coaching.

Here's something else that we teach here at Progress Coaching called Supplemental Coaching.

One of the best things we can all do is partner with subject matter experts. Let me give you an example. A favorite book of mine is Our Iceberg is Melting by John Kotter. It's a fable about a penguin community that talks about how their iceberg is melting. Some people swam off the iceberg, went and looked for other icebergs and never came back. Some people went back to icebergs and encouraged everyone else to join them. Then, people back at the original iceberg said, no, we're fine and it's not melting that much. Perhaps they're just really aversive to change. This whole concept just really gets you thinking. One of the really powerful things that I urge you to consider is to use subject matter experts, whether it be the audible version, whether it be a book or an article.

When you use content and ask questions afterward, such as "How did this sit with you? What was your impression? What did you learn from this? What have you applied? What are you going to apply?" it gives you validity as a coach. Use your coaching questions.

Does it matter how we coach? I think it does. I think we, as coaches, have a responsibility to search for creative ways to expand beyond our normal verbal interaction.

What are your thoughts?

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