coachcoale.eth 🎩

@coachcoale

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coachcoale.eth 🎩

Founder friends: I've got room to coach 1–2 more teams. Looking for highly coachable folks who are scaling something real, open to direct feedback, and ideally up for some in-person work. Q3 is a great time to be coachable. → Book a quick call here: calendly.com/kevincoale/discovery Grateful to support good people doing hard things 👏🏻👏🏻

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coachcoale.eth 🎩

My pops was the first strength & conditioning coach at Virginia Military Institute (VMI)—a role he held for 45 years. He got into lifting thanks to Bill Starr (record-holding powerlifter, author of The Strongest Shall Survive), whom he met in the basement gym of a 7‑Eleven in Bel Air, MD in the early ’70s. Both preached the same thing: Good technique. Functional movement. Bodyweight. Single-leg work. For years, the only weight I used was a broom handle. Here’s the leadership lesson: Don’t underestimate what a strong body does for a strong mind. Challenge yourself—with real, functional effort. The payoff is massive—for you and your team. Coach Starr passed away in 2015. I keep a signed copy of his book in my office. A reminder: It’s a great day to be coachable 💪🏻💪🏻 Read more about Bill Starr: https://www.usastrengthcoacheshf.com/member/bill-starr

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coachcoale.eth 🎩

Why your team needs a coach: Every team has a conversation it needs to have—but isn’t. That’s where I come in. I help clarify the topic, define success, keep time, and keep the group honest. I listen for what’s said—and what’s *avoided*. A coach lets the leader actually participate—and ensures more of what needs to be said gets on the table. When the boss speaks, it rarely lands as a suggestion. It lands as a mandate. That can kill the conversation—or at least hem it in significantly. When people say, “meetings are a waste of time,” they’re not wrong. But it’s not the meeting—it’s the structure. A team coach isn’t cheap. But it’s a hell of a lot less expensive than wasting the combined hourly rate of your whole team on another unproductive hour. If you’re thinking about trying coaching, give it a shot. The race to PMF is a team sport.

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coachcoale.eth 🎩

It's 360º season. Midway through the year, many leaders are ready to level up—while there's still time. Here's the protocol I use: 360º Feedback Protocol Coach + Leader • Set goals • Draft 3–5 questions (e.g., What’s working? What’s not? 3 words to describe this leader?) • Leader completes self-evaluation Coach + Team Members • Short 1:1s to gather responses • Coach synthesizes insights—no attribution • AI may support summary to reduce coach bias Coach + Leader • Review report • Build an action plan • Use Feedforward to sustain growth Hiring someone for this? It’ll likely cost thousands. I’m sharing the process here for free—because I believe in the positive-sum play. Want help running this for you or your team? Let’s connect.

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Your teammate shares an idea. It’s not how you would’ve done it. So, you offer a “helpful” suggestion. They nod. Smile. Say thanks. But inside? Motivation just dropped 50 points. Here’s the truth: When you're the boss, suggestions aren’t suggestions. They’re orders in disguise. A motivated team will solve more problems than you ever could. So before you speak, ask: Is it worth it? Discernment. Restraint. Taste. Call it what you want—I like to think of it as shutting up. That’s leadership. Grateful to my mentor, Marshall Goldsmith, for this idea. You can learn from his wisdom too, for free: https://marshallgoldsmith.ai/

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Happy Independence Day 🇺🇸 from Nashville, Tennessee. It’s a great day to be coachable. Keep unleashing 👏🏻👏🏻

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"You win or lose as a team." In my upcoming pod with @dwr.eth, 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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Got an 🌲evergreen🌲 question from Farcaster friend, @marissaposner, about helping teams make decisions faster and better. This is crucial—slow, poor decisions cost teams time, morale, and momentum. Not to mention burn. After thousands of coaching conversations, here’s what I know to be true: 1) Build Trust First 🚀 Take the team out to dinner. Not a metaphor. Sit down, break bread, and get to know each other beyond the org chart. Trust isn’t built during conflict—it’s built before it. Best time? As early as possible, before any tension is on the line. Can’t do dinner? Host a Zoom coffee or lunch. Can’t meet at the same time? Do 1:1s. Send a gift card. Be an athlete. Skip the icebreakers. Ask: “You were born—and then what?” 2) Clarify the Real Challenge 🚀 Too often, we’re solving the wrong dilemma. It takes some digging—but it’s worth the descent. Ask, “What’s the real challenge here?” Then: “And what else?” (From Michael Bungay Stanier, The Coaching Habit) Keep going. Thing beneath the thing. The good stuff’s at the bottom. 3) Create Alignment 🚀 Before debating what to do, align on what matters. Use Pam Heath’s four questions: 🔥What matters most? 🔥What does that look like? 🔥What makes it difficult? 🔥What makes it possible? These bring clarity, reveal tensions, and align effort. 4) Ratify Decisions 🚀 Smart teams love to poke holes in ideas. So don’t ask, “Are we all good?” Instead, ask: “Is there anything we can’t live with?” (from Samantha Slade’s Going Horizontal) This lowers the bar for objections and moves things forward faster—without false harmony. 5) Ensure Accountability 🚀 Even great decisions die without follow-through. Inspired by Marshall Goldsmith, use daily yes-or-no questions to track alignment with values. Most people struggle with consistency. But those who do this one small thing, daily, see real progress. Just pick one damn thing and do it consistently. Life’s a team sport. Play hard. Play fast. Be a great teammate. If I can help your team play better, let’s jam: kevincoale.xyz 👏🏻👏🏻

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All teams should run a 360—and the leader *must* go first. Most 360s are overbuilt, overpriced, and underused. Mine’s low-fi and high-impact. Sharing here for free... 360º Protocol (part of 6-month coaching): • Coach + leader align on goals • Co-design 3–5 custom Qs (e.g. What’s working? What’s not?) • Leader self-assesses • Coach interviews 5–8 teammates 1:1, trends synthesized • AI may assist with summary to check Coach bias • Coach + leader review results + build action plan • Introduce *Feedforward* for ongoing growth Simple. Clear. Transformational. If now’s not the time for a 360—bookmark for later. It’s a great day to be coachable 👏🏻👏🏻

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coachcoale.eth 🎩

Leadership 101: Start with building trust. Everything else is downstream.

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I define an entrepreneur like this: Someone just crazy enough to wake up every day, no guaranteed income—still chasing the dream. @brandonkumar + @dariya of @layer3xyz have done just that. I had the privilege of coaching them in their early years, as they pursued their vision. Recently, they joined me on The Delta to talk about timing: When’s the right time to start building? Check out the full episode on @pods here: https://pods.media/the-delta/episode-11-building-at-the-frontier-with-dariya-brandon-of-layer3

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coachcoale.eth 🎩

Say it clear. Say it often. Make it memeorable.

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coachcoale.eth 🎩

Too often, we move on before we make meaning. Here’s a simple 4-question retro I use with founders, teams, and myself: 1) What worked? 2) What didn’t? 3) What changed? 4) What’s next? Clear. Fast. Repeatable. You don’t need a postmortem. You need momentum. It's a great day to be coachable.

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coachcoale.eth 🎩

All big decisions come down to values

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The best leaders I know aren’t authentic. They’re synthetic. Not fake—intentional. They borrow tools from mentors. Adopt language that works. Try on new habits until they fit. That’s not weakness. That’s wisdom. Try this: Think of one leader you admire. What’s one behavior of theirs you could try this week? Being a synthetic leader means you don’t wait to “find your voice.” You build it—piece by piece. It’s a great day to be coachable.

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When I played sports, the third quarter was often the most pivotal. We were far enough in to have plenty of data—usually including the fact that our original plan wasn’t working quite the way we hoped. We were fresh out of halftime, with just enough distance to regroup. And there was still time left in the game—to pull ahead, or at least get back in it. It’s no surprise, then, that a lot of my coaching work begins in Q3. Not because it’s the busiest quarter (Q1 usually takes that honor). But because it’s the right moment for many leaders: 🔹 Clarity on what’s not working 🔹 Energy from a midyear reset 🔹 And time to actually do something about it If you’ve been thinking about coaching, now’s a great time to explore it. Here’s a link to a complimentary discovery call to see if it’s a good fit for you or your team: 👉 https://calendly.com/kevincoale/discovery P.S. Many organizations will gladly pay for your effort to become a better leader.

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Sometimes the greatest leadership lesson is this: There’s space between how I think I show up—and how I actually come across. I worked with a leader who was shocked to learn they were speaking well over 70% of the time in meetings. They didn’t believe it—until they ran Otter and checked the transcript. Try this: Record yourself in your next meeting. Watch it like film study. No judgment. Just curiosity. The best athletes review tape between plays. Your leadership matters too much not to study it—at least once. It’s a great day to be coachable. Join /coaching for tips like this. P.S. That leader was yours truly.

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Want to be a better leader? Do this👇🏻

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coachcoale.eth 🎩

Most people think their communication style is “just how I am.” It’s not. It’s how you’ve practiced being—over years, unconsciously. Try this: Next time you talk with your team, count how many questions you ask before offering an opinion. Then try flipping it: Ask three before you answer one. You’ll be surprised what people reveal when you stop filling the space. It’s a great day to be coachable.

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If you want to know what matters to a company, look at the walls. 👏🏻👏🏻

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