This Post is an expansion of information for the KLM ‘Coach Leaders’ service. The 3 KLM Foundational Solutions categories of services (KNOWLEDGE, LEADERSHIP, AND MANAGEMENT) were highlighted in a previous post. Now we are providing more details for each of the 7 primary services within those 3 categories.

This is the second of two KLM Services highlighted within LEADERSHIP. Our hope is that the additional detail will help you improve your ability and cause you to consider enlisting our services to assist you in your business.

NOTE … This post is based upon the premise:

  • Everyone is a ‘leader’ – regardless of ‘rank’.
  • Apply with your peers, direct reports, or supervisor.




The word ‘COACHING’ has been applied to various types of conversations. I worked for a company who used the word ‘coaching’ very broadly. Anytime you heard the word, you could assume it was likely a performance discussion. Unfortunately, I see this same pattern in many organizations. We can all do a much better job of praising and coaching people – informally and formally. 

  • We can do a much better job of explaining our intent, purpose, and goal when we want to provide coaching to others (employees, peers, your manager, etc.).
  • Our goal should be to acknowledge and celebrate successes as well as encourage continuous improvement while supporting each other.
  • Consider making distinctions about the different focus areas and how coaching can and should be used. 

My hope is to raise your level of awareness and cause you to put more quality of thought and effort into your approach, identifying / discovering the goal of the conversation and the desired impact you hope to bring about in others. 



Our Solution Focus:

      • Assess, develop, and coach leaders using a set of agreed upon goals, hopes, aspirations, behaviors, competencies, and qualities.
      • To educate, grow, and engage their people to embrace their role and deliver contributions the business needs to succeed. 

The Desired Impact …

Improvement in overall capacity of the leaders to: engage the hearts and minds of the people, as well as increase employee involvement, retention, morale, relationships, individual and business performance.

Consider the following questions to promote clarity in your planning and discovery:

  • What is our goal / intent / EIM (End In Mind) for this coaching discussion? (For the coach and the coachee.)
  • Which coaching focus area is best suited for this conversation? 
  • How do I set up this conversation for success?
  • How will I promote trust and nurture the relationship?
  • What questions should I ask?
  • What should my attitude be – how do I need to ‘show up’ to best serve the individual?
  • How can I ensure / support the right follow up / ownership?
  • Others?


Coaching is a powerful vehicle to invest in the growth, well being, and contribution of our people. Make the time to have these conversations with each other. 

I would appreciate hearing from you – your thoughts and ideas about the 4 focus areas and my commentary. Let’s help each other become better coaches.

Michael C. Marshall
The KLM Group, LLC