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@coachcoale

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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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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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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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