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Wishing you success in all you do.
Graham

Graham Nicholls

I've trained 1,000+ coaches, 
and certifications didn’t make a single one successful.

Here’s the dirty secret nobody talks about:

No successful coach ever told me their breakthrough came from another certification.

It always came from working with real people.

Most coaches aren’t buying certificates to learn.
They’re buying permission to start.

Most coaching certifications are a complete waste of money.

There. I said it.

Every week I watch new coaches blow £5,000+ on another shiny certificate.
Thinking it'll finally make them "qualified" enough.

I did it as well and let me tell you...

It won't.

You know what happens instead?

They graduate feeling exactly as unprepared as before.
And now they're broke.

The certification industry profits from your imposter syndrome.

Confidence comes from one place:
Actually helping people.

Want to build a real coaching practice? 
Skip the certificates and do this instead:

→ Actually coaching people (yes, just get started)

→ Collecting 10 testimonials that prove you get results

→ Learning to sell without feeling like a used car salesman

The infographic shows what actually replaces certifications when you want real clients, and most coaches aren’t doing any of it.

The market doesn't buy your credentials.
It buys transformation.

Every hour in a classroom is an hour not coaching.

Every penny on certificates is money not invested in your business.

Your ideal clients aren't checking your wall for certificates.
They're feeling if you truly get them.

And the certification industry will hate this.

If you need a certificate to feel confident coaching, you’re not ready to coach.

Some coaches will strongly disagree with this.

💾 Save this. Because once you stop hiding behind certificates, the real work begins.

✅ Follow Graham Nicholls If you’re ready to start coaching.

My first coaching client fired me after 3 sessions.
It nearly ended my coaching career.

"This isn't what I need" 

She was right. I was winging it.

And that realisation punched me in the gut.

The woman who fired me needed leadership coaching, 
not life coaching.

I was throwing generic questions at a specific problem.

My confidence was shattered.

That lesson hurt.

But it taught me more than any certification ever did.

After 20 years and working with 1,000+ coaches, 
I see the same mistakes over and over.

Most coaches don’t fail because they’re bad.
They fail because they repeat the same invisible mistakes.

Here are the 10 that kill coaching careers.

One of them ends careers before they ever start.

1. Relying on instinct instead of structure

You think experience means you can wing it. Wrong. 
Build frameworks you can repeat. Structure creates confidence.

2. Giving away coaching in discovery calls

You're so eager to help you solve their problem for free. 
Discovery calls uncover. Coaching sessions solve. Keep them separate.

(I've added all 10 into the infographic for you)

I noticed myself in all of these.

That client who fired me? Best thing that happened to my career.

Twenty years later, I still use the structure she forced me to build.

Most coaches reading this won’t change a thing.

They’ll nod. 
They'll save it.

And repeat the same mistake with their next client.

Follow Graham Nicholls. I write for coaches who are done winging it
and want repeatable confidence in every session.

💾 Save this so that you avoid the mistakes I made.

7 free sessions to 'prove my value.'
She got incredible results. Then paid another coach.

That’s when I realised free holds no leverage.

My stomach dropped when I found out.

Not because of the money.

Because I'd proven her transformation was possible.

Free doesn't create value in the client's mind.

It creates doubt.

That mistake cost me 7 months of second-guessing everything.

But it taught me to map every trap that destroys coaching practices.

Here are the 10 mistakes killing new coaches:

1. Coaching for free to "prove value"

→ Instead: Charge for discovery sessions. Investment creates commitment.

2. Saying yes to everyone who inquires

→ Instead: Turn away 50% of inquiries. Scarcity builds desire.

Mistake number 3 is where most coaches quietly fail.
If you know, you know.

3. Charging £50/hour because you're "just starting"

→ Instead: Price for outcomes, not time. Results aren't rented by the hour.

4. Trying to solve every problem they mention

→ Instead: Pick one transformation. Become known for that single result.

5. Waiting until you feel "qualified enough" to post

→ Instead: Share one insight regularly. Expertise builds in public.

The rest are in the infographic for you.

The coach who got my client charged £300 per session.

In her mind, that made his work infinitely more valuable.

She didn't just buy coaching.

She bought certainty that it mattered.

The market doesn't pay for your potential.

It pays for your conviction.

💾 Save this so that you avoid the common mistakes coaches make.

✅ Follow Graham Nicholls if building you coaching business is your passion.

I've watched brilliant coaches stay stuck.
And I felt like I was letting them down.

They'd have sessions filled with insights. 

Then text me the next week: "Nothing's changed."

It hurt that I wasn't helping.

Then I realised:

The problem wasn't their insight.
It was the gap between knowing and doing.

20 years of coaching experience taught me this:

Clients need proven, repeatable models to navigate the gaps.

Frameworks make insight repeatable.
Coaching makes them transformational.

These 7 frameworks turn awareness into action every time:

🧗 Maslow's Hierarchy of Needs: 
Identify which unmet needs hold your client back.

🎯 Comfort–Stretch–Panic Model: 
Find the zone where challenge meets safety.

🪜 Ladder of Inference: 
Reveal how thoughts shape beliefs and actions.

📈 Four Stages of Competence: 
Show clients where they are on the learning curve.

🔺 Drama Triangle: 
Spot unhealthy roles and shift from blame to ownership.

⭕ Circle of Influence & Concern: 
Focus energy where it makes the biggest difference.

🔄 The 5D Cycle: 
Lead positive, strengths-based change that lasts.

I've watched these models create transformation.

The difference is immediate. The results are lasting.

Insight without structure rarely survives between sessions.

Most coaches eventually find themselves relying on the same few frameworks again and again.

Download my free guide to 7 powerful coaching frameworks you can use today https://lnkd.in/exDmVjHA

💾 Save this to upgrade your coaching to transformational.

✅ Follow Graham Nicholls for coaching tools that actually move the needle.

7 Coaching Frameworks That You Can Use Today

She spent 90 minutes trying to 'unpack' everything.
I gave her 30 minutes and one framework.
Breakthrough.

She was drowning in awareness with zero clarity.

Sam slumped in her chair. Tears in her eyes. Exhausted.

"I feel worse than when I arrived."

We'd spent 90 minutes in the weeds.

Anxiety. Stress. Fears.

All connected. None resolved.

This brilliant woman, reduced to a tangle of unprocessed thoughts.

I see this pattern constantly with high-performing clients.

That's when it hit me.

More time wasn't helping. It was hurting.

Insights everywhere. Direction nowhere.

So I tried something radical.

Next session: 30 minutes maximum.

One framework.

The LASER Framework was born from desperation.

And it's been my go-to with my clients ever since.

L = Locate (5 minutes)
"What's the one thing that, if it shifted today, would change everything?"

→ The core issue driving everything else
→ One specific problem

A = Analyse (10 minutes)
"When did this pattern start protecting you?"

→ Find the original benefit
→ Name the fear beneath the behaviour

S = Shift (10 minutes)
"What would you do differently if this fear wasn't running the show?"

→ Future self thinking
→ Concrete next steps

E = Execute (3 minutes)
"What's your commitment in 24 hours?"

→ Their words, not mine
→ One measurable action

R = Return (2 minutes)
"How will we know this worked next session?"

→ Evidence-based check-in
→ Accountability built in

Total: 30 minutes. No wandering.

"I need to set one boundary with my boss."

That was it.

90 minutes of complexity reduced to one clear next step.

She left energised. Hopeful. Ready.

Your clients aren't stuck because they don't understand themselves.

They're stuck because they're drowning in understanding.

Most people don’t need more insight.
They need fewer, better decisions.

💾 Save this if you run sessions that feel ‘deep’ but don’t move the needle

✅ Follow Graham Nicholls to help create greater impact for you and your clients.

I help ops, plant, and safety leaders identify where problems actually start before they fix the wrong thing.

I do that through a Manufacturing Leadership Risk Audit.

- This is not coaching.
- This is not training.
- This is not culture work.

It’s a structured, 90-minute review focused on how decisions move, where ownership breaks down, and why issues escalate when they shouldn’t.

Leaders usually leave the audit with clarity on:

- Where decisions are stalling or bouncing
- Where ownership is assumed instead of defined
- Where escalation has replaced judgment
- What risk is forming long before it becomes visible

My background is 15+ years in industrial operations, from the floor to senior leadership, including high-risk manufacturing environments where clarity mattered.

If you’re responsible for outcomes and want to understand what’s actually creating friction, delay, or risk, start with the audit.

If there’s nothing there, I’ll tell you that too.

Jaison Thomas

15 Modern Rules to Thrive at Manufacturing Factories

1. Respect the people doing the work
↳ Insight lives closest to the action

2. Stop bragging about being busy
↳ Results matter more than constant motion

3. Train people to think, not just do
↳ Smart teams solve before they’re told

4. Coach during calm, not chaos
↳ Growth sticks when pressure is low

5. Build systems that outlast you
↳ Legacy means things still run without you

6. Make accountability feel safe
↳ People excel when failure isn’t punished

7. Protect focus like a resource
↳ Distraction destroys more than mistakes

8. Simplify what’s complicated
↳ Simplicity always speeds up execution

9. Own your mistakes publicly
↳ Respect grows faster than perfection ever will

10. Measure what truly matters
↳ Data helps, but meaning drives action

11. Lead with clarity, not noise
↳ Clear direction beats constant reminders

12. Turn friction into feedback
↳ Growth begins where comfort ends

13. Replace control with trust
↳ Empowered teams outperform micromanaged ones

14. Celebrate the quiet wins
↳ Small progress builds lasting momentum

15. Listen before you fix
↳ You can’t solve what you don’t understand

Great leadership isn’t about doing more.
It’s about creating clarity so your people can do their best work.

✅ Follow Jaison Thomas for more leadership clarity.

--

For manufacturing executives serious about culture, safety, and performance, my workshops help close the gap: https://lnkd.in/gP2sCeQb

Manufacturing Leadership Risk Audits | Identify Breakdowns Before They Spread | 15+ Years Industrial Operations | Speaker | USAF Veteran

Your best people do not quit the work.

They quit cultures that stop valuing them.

Most leaders look in the wrong place.

They focus on pay.
They focus on perks.
They focus on control.

Meanwhile, top performers quietly pull back.

Not because the work is hard.
Because the culture makes effort meaningless.

This is how great people disappear.
And how strong leaders prevent it.

1. Tolerating poor performance
↳ Low standards disrespect high performers
↳ Accountability protects the people doing it right

2. Credit taken at the top
↳ Stolen credit kills motivation fast
↳ Shared wins build loyalty and pride

3. Delayed feedback
↳ Delayed feedback drains drive and momentum
↳ Fast feedback keeps people sharp and confident

4. Constant priority changes
↳ Work gets dropped and effort feels wasted
↳ Clear priorities show respect for people time

5. Fire drills every day
↳ Daily fire drills exhaust even strong people
↳ Protecting focus shows control and leadership

6. Rules that change by title
↳ Different rules for leaders quietly kill trust
↳ Fair standards apply the same to everyone

7. Letting problems linger
↳ Unfixed problems signal leaders do not care
↳ Fixing issues fast shows respect for effort

8. Ignoring small wins
↳ Small wins prove progress is actually happening
↳ Momentum grows when progress gets named out

9. Misreading commitment
↳ Caring people notice cracks before others do
↳ Calling it out is loyalty not complaining

10. Effort punished with more work
↳ Strong performers get rewarded with overload
↳ Balance effort so excellence does not backfire

This matters in offices.
It matters on the shop floor.
It matters anywhere real work happens.

People stay where effort gets a response.
They leave when it gets ignored.

✅ Follow Jaison Thomas for more leadership clarity.

--

For manufacturing executives serious about culture, safety, and performance, my workshops help close the gap: https://lnkd.in/gP2sCeQb

15 Modern Leadership Problems Money Cannot Fix

1. Leaders detached from the work they oversee
↳ Decisions drift when leaders stop seeing the work

2. Overcomplicated processes no one owns fully
↳ Complexity breaks ownership and slows execution

3. High standards enforced by fear, not security
↳ People stay quiet to avoid consequences

4. Teams unclear on what actually matters most
↳ Confusion drains energy faster than effort

5. Cultures that reward busy instead of effective
↳ Activity replaces progress

6. Metrics that track numbers but miss meaning
↳ People optimize scores, not outcomes

7. Friction ignored instead of turned into insight
↳ What gets avoided keeps repeating

8. Leaders who avoid owning mistakes publicly
↳ Accountability collapses when leaders deflect

9. Managers who speak often but listen poorly
↳ Decisions suffer without real context

10. Fixing problems before understanding them
↳ Symptoms return when causes are missed

11. Direction buried under noise and reminders
↳ Clarity beats repetition every time

12. Progress overlooked because it is not loud
↳ Effort fades when it goes unseen

13. Control that limits real decision ownership
↳ Capability shrinks without authority

14. Systems built on heroics instead of clarity
↳ Burnout becomes normal operations

15. Coaching that only happens during crisis
↳ Growth requires calm, not chaos

You cannot buy your way out of these problems.

You have to lead through them.

✅ Follow Jaison Thomas for more leadership clarity.

--

For manufacturing executives serious about culture, safety, and performance, my workshops help close the gap: https://lnkd.in/gP2sCeQb

Leaders Become the Bottleneck.


Not because they want control.
Not because the team is weak.

But because decisions are unclear.

10 Breakdowns When Leaders Become the Bottleneck

(Manufacturing leaders know number 7 too well)

1. Every decision routes to you
➟ Even small calls still need your approval
➟ Work stalls while people wait on you

2. People ask before acting
➟ Boundaries are unclear or never stated
➟ Progress pauses without permission

3. Meetings end without decisions
➟ Talk feels productive but stays vague
➟ Action waits for you to decide later

4. Problems escalate too quickly
➟ Teams skip thinking and pass it up
➟ You become the default problem solver

5. The same questions keep coming
➟ Answers live only in your head
➟ Nothing improves after you respond

6. Capable people hold back
➟ They fear crossing invisible lines
➟ Initiative slowly disappears

7. Your day is all interruptions
➟ Real work gets pushed into nights
➟ Focus gets replaced by firefighting

8. Work pauses when you step away
➟ Decisions freeze in your absence
➟ Progress depends on your presence

9. Priorities shift without warning
➟ The team reacts instead of aligns
➟ Execution loses direction fast

10. Pressure builds and stays there
➟ Everything feels like your fault
➟ Because the system points to you

This is not a people problem.

It happens with strong teams and serious leaders.

Before clarity, execution feels heavy and reactive.
After clarity, work moves without asking permission.

✅ Follow Jaison Thomas for more leadership clarity.

--

For manufacturing executives serious about culture, safety, and performance, my workshops help close the gap: https://lnkd.in/gP2sCeQb

Recognition costs nothing.

BUT ignoring it costs you your best people.

I’ve seen manufacturing leaders skip recognition because their teams are experienced and they assume it no longer matters.

(I’ve made the same mistake)

Here’s the truth.

Most people don’t leave for more money.
They leave when effort goes unnoticed.

Recognition isn’t soft.
It’s a core leadership habit.

10 Ways Lack of Recognition Pushes Good People Out:

1. Assuming Effort Speaks for Itself
↳ Unrecognized effort slowly loses meaning
↳ Say what you noticed while it still matters

2. Only Responding When Standards Are Missed
↳ Teams learn attention comes only from mistakes
↳ Reinforce what right looks like, not just wrong

3. Using Vague Praise
↳ Generic words feel empty fast
↳ Details make recognition believable

4. Overlooking Quiet Contributors
↳ Loud is not the same as valuable
↳ Look for steady effort behind results

5. Praising Results Only
↳ Results hide the grind underneath
↳ Recognize the work before the win

6. Waiting Too Long to Acknowledge Effort
↳ Late praise loses its power
↳ Say it while the work still matters

7. Only Recognizing in Public
↳ Public praise builds pride
↳ Private praise builds loyalty

8. Letting Credit Stop With You
↳ Teams notice where praise ends
↳ Push recognition down the line

9. Thinking People Will Stay Without It
↳ Ignored effort turns into withdrawal
↳ Withdrawal always leads to exits

10. Treating Recognition Like a Bonus
↳ Recognition is not extra
↳ It is basic leadership discipline

Recognition does not require a long speech.

It starts with noticing effort and naming it.

✅ Follow Jaison Thomas for more leadership clarity.

--

For manufacturing executives serious about culture, safety, and performance, my workshops help close the gap: https://lnkd.in/gP2sCeQb

Recognition is a CORE habit

Good manufacturing leaders keep operations running.

Great leaders keep people focused.

𝟑𝟎 𝐰𝐚𝐲𝐬 to keep your factory team focused:

1. Involve the Team in Decision-Making
2. Keep Lines of Communication Open
3. Break Tasks into Manageable Steps
4. Provide Visual Progress Tracking
5. Promote a Positive Work Culture
6. Offer Opportunities for Growth
7. Recognize Individual Strengths
8. Provide Training and Support
9. Offer Constructive Feedback
10. Encourage Problem-Solving
11. Use Positive Reinforcement
12. Communicate Expectations
13. Create a Safe Environment
14. Foster a Sense of Purpose
15. Provide Clear Instructions
16. Encourage Accountability
17. Address Conflict Quickly
18. Celebrate Achievements
19. Incentivize Performance
20. Set Realistic Deadlines
21. Minimize Distractions
22. Encourage Teamwork
23. Be Fair with Overtime
24. Maintain Equipment
25. Monitor Workload
26. Regular Check-Ins
27. Encourage Breaks
28. Lead by Example
29. Set Clear Goals
30. Rotate Tasks

Clarity creates focus.
Focus creates results.

👉 Which one (1-30) resonates most with you?

✅ Follow Jaison Thomas for more leadership clarity.

--

For manufacturing executives serious about culture, safety, and performance, my workshops help close the gap: https://lnkd.in/gP2sCeQb

12 Signs Micromanagement Is Creeping In

(Most leaders catch it too late)

Most micromanagement starts as survival.
Not control.

I see this pattern often inside manufacturing teams.
If this feels familiar, tell me.

It happens when leaders step in to protect results.
Then the step turns into a habit.

This is about execution clarity, not control

Here are the 12 signs execution clarity is missing:

1. Progress Depends On Your Presence
↳ Work moves only when you are nearby
↳ Systems fail when leaders must hover

2. Updates Turn Into Permission Requests
↳ Status talks become silent approval gates
↳ Ownership weakens without clear bounds

3. You Carry The Plan Alone
↳ The team heard it but never owned it
↳ Direction was assumed, not confirmed

4. You End The Day Worn Down
↳ Not from volume, but from constant drag
↳ Friction drains leaders before teams fail

5. Decisions Start Slowing Down
↳ People wait because lines are not defined
↳ Unclear authority stalls even strong teams

6. Capable People Start Playing It Safe
↳ Initiative drops when outcomes feel risky
↳ Caution replaces judgment and ownership

7. Small Issues Jump Straight To You
↳ Teams escalate early to avoid mistakes
↳ Risk feels unsafe without clear rules

8. Meetings Feel Heavier Than Before
↳ More talking does not equal shared clarity
↳ Alignment was skipped before execution

9. You Fix Instead Of Setting Expectations
↳ Doing feels faster than explaining once
↳ Speed now creates dependence later on

10. You Recheck Work That Used To Run Fine
↳ You double check steps that once held steady
↳ Trust fades when standards live only in heads

11. The Same Questions Keep Returning
↳ Answers were never made visible or clear
↳ Verbal clarity fades the moment you leave

12. Work Feels Tense Instead Of Steady
↳ Pressure rises when priorities are fuzzy
↳ Calm comes from knowing what matters

Control is not the cause.

Missing clarity is.

✅ Follow Jaison Thomas for more leadership posts.

--

For manufacturing executives serious about culture, safety, and performance, my workshops help close the gap: https://lnkd.in/gP2sCeQb

Execution clarity VS Micromanagement

7 Simple Questions Leaders Use to Make Better Choices

(Because better decisions create better results)

Many leadership problems come down to one thing.
Unclear decisions.

Good leaders pause before deciding.
They think through the impact.

So they ask better questions.

1. What does the team need from me right now?
→ Shifts leaders from control to support
→ Improves trust and speed

2. What is confusing the team right now?
→ Identifies the real blocker
→ Restores clarity fast

3. What is the real problem we are solving?
→ Stops teams from fixing symptoms
→ Keeps effort focused on what matters

4. Who owns the next step?
→ Prevents handoff delays
→ Creates clear responsibility

5. What decision can we make right now?
→ Reduces waiting for perfect info
→ Keeps work moving forward

6. What is one small step we can take today?
→ Builds momentum fast
→ Turns plans into action

7. What happens if we do nothing?
→ Separates urgent from loud
→ Lowers false pressure

Clear decisions move work forward.

Better questions make them possible.

👉 What is ONE more question to consider?

📌 Drop it in the comments.

✅ Follow Jaison Thomas for more leadership clarity.

Better Choices with SIMPLE Questions

10 Signs Leadership Training Is Broken

(The training ends. The confusion stays.)

Most leadership training sounds right.
It feels productive.

Then the work starts.

And execution still breaks down.

That is not an effort problem.
It is not an attitude problem.

It is a clarity problem.

Here’s why:

1. Decisions Stop at the Manager
↳ People hesitate even when answers are obvious
↳ Unclear boundaries make action feel risky

2. Leaders Repeat the Same Directions
↳ Instructions sound familiar every single day
↳ Repetition signals confusion, not poor listening

3. Work Slows Right After Meetings
↳ Agreement does not equal clear next actions
↳ People leave unsure what actually comes first

4. Capable People Wait to Act
↳ Past encounters taught them to play it safe
↳ Waiting feels smarter than moving forward

5. Training Sounds Right but Changes Nothing
↳ The message is clear in the room
↳ The work stays heavy on the floor

6. Follow Up Turns Into Chasing
↳ Leaders remind instead of expecting movement
↳ Ownership never fully transfers to the team

7. The Plan Lives in One Head
↳ Execution depends on one person remembering
↳ Everyone else reacts instead of leading

8. Priorities Change Mid Shift
↳ Yesterday’s focus gets quietly replaced
↳ Direction starts feeling unreliable fast

9. Small Problems Sit Too Long
↳ No one is sure who decides what
↳ Simple issues wait for permission

10. Progress Requires Constant Pushing
↳ Work moves only when pressure is applied
↳ The system cannot carry execution alone

Most teams do not need more training. 

They need clarity. 
Fix clarity first.

What fixing clarity 𝒂𝒄𝒕𝒖𝒂𝒍𝒍𝒚 means.
➟ Fix the definition of done.
➟ Fix decision rights.
➟ Fix priorities.

Then the same people move with confidence.

If this feels familiar, happy to compare notes.
Curious if this shows up where you work.

taplio

The Battle

Graham Nicholls

Jaison Thomas

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The Battle

Graham Nicholls

Jaison Thomas

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Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Graham Nicholls's LinkedIn Performance

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