Tim Hagen

Progress Coaching is a pioneer in the workplace coaching movement with over 26 years of experience helping organizations increase engagement, develop and retain top talent, and create a strong workplace culture by developing managers into coaches!

What we do: 

Using our proven methodology and training system, we will create a custom coaching strategy that:

✅ Saves your organization (and your managers) TIME and MONEY
✅ Speaks directly to YOUR sales or service processes
✅ Promotes and drives YOUR organizational values
✅ INCREASES ENGAGEMENT and REDUCES TURNOVER through a culture of coaching and feedback

You name it, we’ve built it! NO MATTER WHAT the scenario, we can provide a coaching solution – guaranteed!

How it works: 

⭐ We’ll assess your organization’s current culture and goals
⭐ Design a coaching strategy that fits your unique needs
⭐ Deliver training through virtual workshops, online courses, and on-demand resources 
⭐ Facilitate group & one-on-one coaching that addresses YOUR real-life workplace challenges!
⭐ Provide on-going support you can count on! 


Why it works:

✅ Relieve the burden from HR: instead of deferring to HR for every tough conversation or performance issue, managers learn how to have coaching conversations that create strong connections, build trust, and inspire action! 

✅ L&D teams are supported: managers will learn how to structure their conversations to increase performance and become partners in driving the training & development initiatives your organization is already doing!

✅ Managers save time: managers will learn techniques to engage with employees and inspire positive change in as little as 8-12 minutes per week using our proven 4-step coaching conversation model! Through supplemental coaching strategies, managers will learn to scale their time and drive development without even being present! 

✅ Adults learn best when the material directly applies to them, and traditional training alone does not accomplish this. Our PODs format is survey-driven, targeting participants' actual workplace management and coaching challenges, with instruction, discussion, activities, and practice!



Submit your request here 👉  https://form.jotform.com/211636813521147 

Contact me:

💻 Website: http://www.progresscoachingleader.com
📅 Schedule a call: https://calendly.com/timprogresscoaching
✉ Email: Tim@ProgressCoachingLeader.com
📱 Cell: 262-227-8563

President of Progress Coaching  (Till Day I Die)

I own and operate Progress Coaching with 7 employees - we teach managers a very powerful and proven system to engage and develop their staff into high performing talent. We help groups develop, retain and recruit talent by using technology and coaching solutions to increase the bottom line. Progress Coaching has many client types from publicly traded companies to professional sports teams to credit unions to manufacturing companies to banks to people who simply want to become certified Progress Coaches.

What if your most powerful sales coach doesn’t sit in your sales meetings but sits across the table from your sales team every day? 

We often focus on pipelines, close rates, and activity metrics. However, what if the real accelerator of performance is customer perception? When customers intentionally provide structured feedback on listening skills, responsiveness, value creation, and trust-building, sales improvement shifts from being theoretical to market-driven. 

This article explores a bold idea: turning customers into performance partners. By doing so, organizations can foster faster growth, stronger relationships, and a true competitive edge. 

For those serious about building a market-aware sales culture rather than just a metric-aware one, this perspective may challenge conventional thinking about coaching. 

#SalesLeadership #CustomerExperience #SalesCoaching #VoiceOfTheCustomer #RevenueGrowth #PerformanceAcceleration #LeadershipDevelopment #SalesStrategy Association for Talent Development (ATD) LinkedIn for Sales Sales Humor Mike Williams Mike Carroll Britton Ertman Brent H Sadler CNBC

Tim Hagen DISC and EQ Certified

President of Progress Coaching @ Progress Coaching | Certified Leadership Trainer & Coach

What if the greatest sales coach in your organization… didn’t work for you? What if the most honest, accurate, performance-accelerating feedback wasn’

Open article: What If Your Customers Coached Your Salespeople? by Tim Hagen DISC and EQ Certified • 4 min read

What If Your Customers Coached Your Salespeople?

This is myself and my good buddy Philip Rodriguez who's been producing my webinars now for 10 plus years along with he and Gary Van Antwerp they have been fantastic to me and this is my 20th straight year with one exception attending the Training Magazine conference. This conference is run by great people and we have a lot of fun evidenced by the torture I've given this man during my webinars. It actually pales in comparison to what I did to Lorri Freifeld years ago when she had to host one of my webinars but the funny thing is these people can have fun but they also work hard for their customers. If you've never attended a training magazine event I would encourage you to do so

Lauren Boam is #hiring. Know anyone who might be interested?

Medical, Vision, Dental, 401(k) and 4+ benefits

This platform provides unique and valuable insight to the sales interactions leaders cannot always be present for Get More Info: https://lnkd.in/ecT8mrXu

#selling #sales Selling.com Salesloft

I'm hosting How to Build Organizational Self-Awareness. Make sure to attend it on March 6.

Tim DISC and EQ Certified

View Tim Hagen DISC and EQ Certified’s profile

How to Build Organizational Self-Awareness

Founder, Intelligent Conversations | Author | B2B Sales Training Consultant | Converting Sales Teams into Revenue Generating Machines

What if your toughest competitor took twice as many shots — and you still won?

That’s exactly what happened when Team USA beat Canada 2–1 in overtime.

Canada: 38 shots on goal.
USA: 20.
Final score? USA wins.

Too many sales managers are obsessed with activity.
More calls.
More demos.
More quotes out the door.
More shots = more goals… right?
Not always.

USA didn’t win because they took more shots.

They won because they made their opportunities count.

Quality > volume.

Your team could be sending twice as many proposals as your competition and still losing.

The real question isn’t:
“How many quotes went out this week?”

It’s:
“Were those opportunities actually qualified?”

And then there’s the other half of the game: defense. USA was the underdog. They protected their net during a 5-on-3 power play. They didn’t break under pressure for 60+ minutes. They stayed disciplined — and closed in OT.

In sales, that’s:
Protecting margin
Preventing pipeline leaks
Staying disciplined when a prospect goes quiet
Following a process instead of chasing hope

The scoreboard only shows one number:
Wins.
Not shots.
Not proposals.
Wins.

Is your team measuring what actually matters?

Check out our latest podcast specific to selling, coaching, and the power of self-awareness

Tasha Eurich Association for Talent Development (ATD) LinkedIn for Sales #selling #sales

Open video: Great Salespeople Win When Times Are Hard - Coaching Conversations in 2025 on buzzsprout.com

Great Salespeople Win When Times Are Hard - Coaching Conversations in 2025

SalesAware: The First Customer Drive Coaching Platform for Sales People

LinkedIn Live | 15 Minutes That Could Change How You Coach Sales

What if your customers became your most powerful sales coaches?

In this fast-paced 15-minute LinkedIn Live session, you’ll see exactly how SalesAware™ transforms real client feedback into structured, measurable coaching plans. We’ll walk through the simple four-step process — from customer input to automation, to the QALMS coaching model, to both self-coaching and leader-driven development plans.

You’ll discover how SalesAware helps sales leaders eliminate guesswork, reduce defensiveness, increase accountability, and turn customer perception into performance improvement.

If you care about stronger client relationships, more consistent revenue, and coaching that actually sticks — this is 15 minutes you won’t want to miss.

Katy Koenigs, Christine Madsen, SHRM-SCP and 3 other attendees

SalesAware: The First Customer Driven Coaching Platform for Sales People

What if the best sales coach in your organization isn’t your VP of Sales, your trainer, or your top producer? What if it’s your customer?

This week, I’m going LIVE for 15 minutes to present a concept that flips traditional sales coaching on its head. We will explore how SalesAware™ transforms real client feedback into:

- Clear behavioral insight
- Structured coaching conversations
- Self-coaching plans for representatives
- Leader-driven coaching roadmaps
- Measurable improvement over time

No fluff. No theory overload. Just a straightforward 4-step system:

Form → Automation → QALMS Coaching Model → Actionable Output

If you’ve ever wondered:

- “Why aren’t my reps getting this?”
- “I wish I knew what customers actually think.”
- “We need better accountability without creating defensiveness.”

You’ll want to be there. 

Here’s the truth: Salespeople may resist coaching, but they will always listen to the customer. When you systematize that voice, performance changes.

Join me live for 17 minutes for a big shift. Drop a 🔥 or comment “LIVE” and I’ll send you the details. Let’s turn customer perception into performance. 

#selling #sales Selling.com Salesloft Sales Humor Association for Talent Development (ATD)

I'm hosting SalesAware: The First Customer Drive Coaching Platform for Sales People. Make sure to attend it on March 20.

SalesAware: Let the Customer Be the Coach

In the world of sales, we dedicate significant time to training, role-playing, scripting, and coaching. We analyze closing ratios, pipeline velocity, activity levels, and revenue per representative. However, the most impactful coaching voice in the sales ecosystem is often overlooked: the customer.

SalesAware is founded on a transformative belief: when customers provide structured feedback about their sales experience, that feedback becomes the most credible and behavior-shaping coaching tool available to a sales organization.

Why Customer Feedback Changes Everything

Salespeople may debate a manager’s perspective, rationalize peer feedback, or resist formal training. Yet, they rarely ignore the customer. When a customer shares insights such as:

- “I felt rushed.”
- “You didn’t fully understand our business.”
- “Your follow-up was exceptional.”
- “You earned our trust.”

This feedback resonates differently. It is not theoretical or opinion-based; it represents market-based truth. SalesAware harnesses that truth to drive development within the sales team.

Open video: SalesAware: Let the Customer Be the Coach on open.substack.com

SalesAware: Let the Customer Be the Coach

I'm hosting Increase Sales Success with Self-Awareness. Make sure to attend it on March 17.

Increase Sales Success with Self-Awareness

Serving Mid-Career & Execs to Pivot without Sacrificing Security - Accelerating Job Success in Just 5-9 Weeks. Land Your Next Job, Without Ghosting, Using the Powerful CareerCOACH System(TM) 11K+ Successful Clients

Robyn Ireland is a dynamic and results-driven CareerCOACH and Life Coach with bases in Grand Rapids, MI & Brisbane AU with over five years of international experience. Originally from Australia, Robyn immigrated to the United States in 2001, bringing a rich tapestry of cross-cultural understanding and a passion for empowering individuals to thrive.

At CareerCOACH Services of West Michigan, Robyn specializes in guiding professionals through career transitions, leadership development, and personal branding. Her empathetic approach and commitment to her clients enable them to navigate the complexities of the global job market, enhance their skills, and achieve their career goals. With a proven track record of assisting over 9,000 clients, Robyn has refined her coaching techniques to increase job interview success rates and shorten hiring timelines.

Robyn spent over a decade in the behavioral health industry, where she recognized that executive burnout often stems from misaligned career choices. This insight inspired her to leverage her experience to empower individuals to align their careers with their strengths. Robyn’s approach to coaching integrates systematic methodologies with assessment tools like Behavioral DISC and the Motivations of the Twelve Driving Forces, allowing her clients to gain clarity and confidence as they work toward their goals.

Robyn's coaching philosophy is anchored in her belief that every individual has the potential to succeed when they understand their strengths and are provided with the right tools and support. She takes pride in her ability to create actionable strategies tailored to her client’s unique circumstances. Her work with mid and late-career professionals, especially those facing burnout, is particularly fulfilling, as she helps them rediscover purpose and passion in their careers.

In addition to her coaching practice, Robyn has a diverse professional background that includes roles in management, sales, and community outreach. She holds a Bachelor of Science degree in Psychology with an emphasis on Human Resources from the University of Wollongong, Australia, and is a certified professional career and life coach from the World Coach Institute.


Robyn's clients appreciate her warmth, approachability, and the transformative impact of her coaching, often highlighting the objectivity gained through the assessment tools she utilizes. With a commitment to continuous improvement and empowerment, Robyn Ireland is dedicated to helping individuals unlock their full potential and navigate their careers with confidence.

Robyn Ireland

Everyone keeps congratulating you on your career. And you keep wondering why it doesn't feel like winning anymore. 

You did everything right.

- Climbed the ladder 
- Got the promotions 
- Built the reputation
- Earned the respect

From the outside, it looks like success. 

And technically, it is.

But somewhere along the way, the work that used to energise you started draining you.

The role that used to fit now feels like a suit that's two sizes too small.

And the identity you spent years building? It doesn't match who you've become.

Here's what nobody tells you about midlife:

Outgrowing a role is not failure. It's growth.

You didn't work this hard to become someone just to stay frozen in that version of yourself forever.

The 25-year-old who set these goals had different priorities, different dreams, different definitions of success.

You're not that person anymore. 

And that's exactly as it should be.

But here's where it gets tricky:

Everyone around you sees the title, the salary, the stability. 

- They see what you built
- They don't see that it doesn't fit anymore
- They don't feel the quiet misalignment you carry every Monday morning

So when you start questioning whether this is still right for you, it feels almost... ungrateful.

Like you're throwing away something people would kill to have.

But staying in a career that no longer aligns with who you are isn't gratitude.

It's self-abandonment.

And the cost of that is higher than most people realise.

The exhaustion that no vacation can fix. 

The resentment builds slowly. 

The version of yourself you keep postponing "until things settle down."

Things won't settle down. 

Not until you make a different choice.

Reimagining your career in your 40s or 50s isn't starting over. 

It's building forward with everything you've learned, toward something that actually fits who you are now.

Not who you were. 

Not who you thought you should be.

Who you are.

If you're successful on paper but unfulfilled in reality, you're not alone.

I help professionals navigate midlife career transitions, not by throwing away what they've built, but by redesigning it to fit who they've become.

DM me "EVOLVE" and let's talk about what's next for you.

Because the best version of your career might be the one you haven't built yet.

If you've been waiting for a promotion for more than 6 months with no clear timeline, stop waiting.

The pattern usually looks like this.

You keep saying yes to the extra projects. 

You keep showing up early and leaving late.

And every time you bring up the promotion, you get the same thing.

"We see so much potential in you." 
"The timing just isn't right."
"Keep doing what you're doing."

So you do. And nothing changes.

Here's what I want you to hear: that's not bad luck. 

That's a system working exactly as designed. 

Your patience is an asset to them. 

Your hope keeps you compliant and underpaid.

"We see potential in you", with no plan attached, isn't encouragement. 

It's a stall tactic.

And the worst part is, it works on the best employees. 

The ones who actually care.

Because you're ambitious. 

Because you care. 

Because leaving feels like giving up on something you've already invested so much in.

But staying in a holding pattern isn't loyalty. 

It's just waiting.

If you want the promotion to actually happen, three things need to exist:

A timeline. A number. A conversation your manager is willing to have in writing.

If any of those are missing, you don't have a promotion coming. 

You have a promise with no structure behind it.

That conversation feels scary to initiate. I get it. 

But the alternative is another year of "almost."

DM me "promotion" and let's talk about how to have it.

The person who will hire you next is already looking at your LinkedIn profile. They're not ready to hire you yet. Here's why: 

Maybe they're 6 months away from opening a role. 

Maybe they're quietly building a shortlist before a search goes public. 

Maybe a mutual connection just dropped your name in a conversation, and they pulled up your profile before the call even ended.

And when they land on your page?

They're not auditing your credentials. 

They're forming an impression.

In under 90 seconds, they're deciding whether you feel like someone worth reaching out to, or someone to scroll past and forget.

Here's what most senior professionals don't realise:

LinkedIn isn't a resume. 

A resume is backwards-looking. 

It only gets read when someone already decided to consider you.

Your LinkedIn profile is working right now

» While you're in a meeting
» While you're with your family
» While you're not even thinking about your next move

The question is: 

What is it saying about you when you're not in the room?

There's a difference between a complete profile and a magnetic one.

Complete says: here's my work history.
Magnetic says: here's how I think, what I stand for, and why you'd want me in the room.

» If your headline is still just your job title… 
» If your About section reads like a job description… 
» If it hasn't been touched since your last role change…

You're not invisible because the right opportunities aren't out there.

You're invisible because your positioning isn't doing the work it could be doing.

After 20+ years in your career, you've grown into someone far more capable and specific than your early job titles suggest. 

Your profile should reflect who you've become, not just where you've been.

DM me "clarity" if this hit home, let's make sure your profile is working as hard as you are.

Your spouse can tell when your job is wrong for you long before you admit it to yourself.

I got an email that wasn't from my client. It was from his wife.

And it said something I'll never forget.

For years, her husband had quietly carried everything. 

The mortgage. Aging parents. Kids approaching college. 

The growing financial pressure never seemed to ease.

He absorbed it all without complaint.

But over time, the weight of it changed him. 

The joy faded. The optimism dimmed. 

The belief that things could get better slowly disappeared.

He started feeling like no matter what he did, it would never be enough. 

For his parents
For his kids
For her

And eventually, he just stopped fighting it. 

He slipped into quiet acceptance that this was just how life was going to be.

Then something shifted.

He moved into a role that actually aligned with his strengths. 

Work that didn't feel like pushing a boulder uphill every single day.

Within three months, he was promoted.

The success restored something in him. 

His confidence came back. 

He started believing in his career again, believing there was actually a path forward worth getting excited about.

But when his wife reached out, she didn't lead with the promotion.

She led with something else entirely.

She wrote: "You gave me back the guy I married when we were both out of college and felt like we could conquer the world."

- Not the title
- Not the raise
- Not the recognition

The return of hope.

The version of him that believed good things were still possible.

Here's what that email reminded me:

Career misalignment doesn't just drain you at work. It drains you everywhere.

It shows up at the dinner table. 

In how much patience you have left for your kids. 

In whether you can still dream about the future or if you're just trying to survive the present.

When someone is stuck in work that fights who they are, it doesn't stay contained. 

It leaks into everything.

But when they finally find alignment, when work stops being a daily battle and starts feeling like something they're actually built for, it changes more than their career.

It changes how they show up at home. 

- How they engage with their family
- How much of themselves they have left to give

That's what alignment actually does.

It doesn't just restore your career. 

It restores you.

The person your family recognises. 

The one who has energy left at the end of the day.

The one who can still hope.

That matters more than any promotion ever could.

Picture two people. One lands a role in 7 weeks. The other is still applying 8 months later. 

They have the same background. Same years of experience. Same industry.  

One lands their next role in 7 weeks, walks away with a $38K raise, and feels genuinely energised walking in on day one.

The other is still applying 8 months later, accepts the first offer just to make it stop, and quietly wonders why something still feels off.

- Same market
- Same caliber
- Completely different outcomes

Here's the only real difference between them:

One got clear before they started moving.

Not "I want a better title" clear. Not "I want more money" clear.

Actually clear. Like:

✦ Here's the exact problem I'm uniquely built to solve
✦ Here's the environment where I consistently do my best work
✦ Here's what I need to feel genuinely fulfilled, not just employed
✦ Here's the number I'm worth, and I can defend every dollar of it

When you operate from that level of clarity, the whole game changes.

You stop applying to everything and start targeting the right things. 

You walk into interviews carrying a quiet confidence that's impossible to fake, because it isn't faked. 

You negotiate better because your value doesn't feel like it's up for debate. 

You stop saying yes out of relief and start saying yes because it's genuinely right.

Most people skip the clarity work because it feels slow.

It's actually the single fastest thing you can do.

I've helped hundreds of professionals get here, senior leaders, career changers, people who thought they just needed a better resume when what they actually needed was a clearer direction.

If you're in a transition right now, or you can feel one quietly building, I want to hear from you.

DM me the word "CLARITY" and let's spend 15 minutes getting clear on what your next move actually looks like.

No pressure. No pitch. Just a real conversation, and possibly the most valuable 15 minutes of your transition. 👇

A recruiter just found your profile. You have 90 seconds before they decide you're not worth calling. What does yours say in those 90 seconds?

Not what you think it says. 

What it actually says to someone who doesn't know you. 

Someone who has 40 other profiles open in other tabs. 

Someone who is making a snap decision about whether you're worth their time.

Because that's the reality of how this works.

They don't read your profile. 

They scan it. 

Headline first. Photo. About section if you're lucky. 

And in under two minutes, they've already decided whether to keep going or click away.

Most profiles fail that scan completely.

Not because the experience isn't there. It is. 

Not because the person isn't qualified. They are. 

But the profile reads like a job description instead of a person. 

A list of roles and responsibilities that tells a recruiter what you did. 

- Not why it matters
- Not what you're exceptional at
- Not why you're the person they've been trying to find.

Here's what the profiles that actually generate inbound opportunities look like. 

They're specific. 

They speak directly to the problem the right employer is trying to solve. 

They have a headline that says something only you could say. 

An about section that reads like a conversation, not a corporate bio. 

Proof that's visible before anyone has to go looking for it.

They don't read like someone hoping to be found.

They read like someone worth finding.

And honestly, that's a positioning problem, not an experience problem. 

The professionals I work with aren't short on results. 

They're short on the language to make those results land with the right people.

That's the work. 

And it's more specific than most people realise.

If your LinkedIn hasn't been seriously looked at in the last 12 months, opportunities are passing you quietly. 

Not loudly. 

You won't even know they were there.

DM me "LinkedIn."

I'll show you exactly what a recruiter sees when they land on your profile right now, and what needs to change so the next 90 seconds work in your favour, not against you.

You didn't lose the job in the interview. You lost it in the 48 hours before.

This is the thing nobody says out loud, and it costs talented people opportunities every single time.

Most interview prep looks like this. 

- Practice your answers
- Research the company
- Pick an outfit
- Show up and hope the nerves stay manageable

And that approach works fine. 

If fine is what you're going for.

But the candidates who consistently walk out of interviews with offers? 

They're doing something different in the preparation stage. 

They're not just ready to answer questions. 

They're ready to lead the conversation.

There's a difference between showing up prepared and showing up positioned.

Prepared means you've got answers. 

Positioned means the interviewer already sees you in the role before the meeting ends.

That doesn't happen by accident. 

It happens because you've done the work to understand exactly what this company is struggling with right now. 

What gap this role is filling. 

What the person across the table actually needs to hear to feel confident making a decision.

Most candidates walk in thinking, "how do I impress them."

The ones who land roles walk in thinking, "how do I make this decision easy for them."

That shift, honestly, changes everything about how you show up.

- Your answers get sharper
- Your questions get smarter
- Your confidence stops being performed and starts being real 

Because you're not hoping it goes well anymore. 

You've already done the thinking.

The interview is rarely where great candidates lose. 

It's where the underprepared ones do.

DM me "Interview." If you've got something coming up in the next few weeks, let's make sure you walk in already ahead.

A new edition of Robyn’s Couch Chronicles: The Opportunity Brief is live.
 This week’s dashboard includes 60+ roles, including several remote opportunities.
 
Take a look if you are considering your next career move. https://lnkd.in/ek2pHVWf

View newsletter: Robyn’s Couch Chronicles

Each week, I share a snapshot from my dashboard of open roles for mid- to late-career professionals. https://jobtree.getjobstream.com/robyn-ireland Th

Open article: The Opportunity Brief by Robyn Ireland • 2 min read

94% of Tech roles are still remote or hybrid. 92% of Insurance roles are too.
And you've spent the last six months convinced remote work was dead.

I get it. The headlines have been loud. 

The federal government pulled back hard, flexibility dropped 33% almost overnight, and suddenly every career conversation started sounding like a eulogy for remote work.

But here's what those headlines missed.

Remote work didn't disappear. It migrated. 

It quietly concentrated itself in specific industries, specific role types, and specific salary bands, and then stayed there. 

Firmly. While everyone else was busy declaring it over.

The professionals landing fully remote roles right now aren't operating in a different market to you.

They just stopped reading the noise and started reading the data.

Here's what I keep seeing with the mid-career professionals I work with:

Someone with 15 or 20 years of solid, impressive experience comes to me exhausted. 

They've been searching for months. 

The applications are going out. 

The silence is coming back. 

And somewhere along the way, they've quietly started to grieve the idea of ever working flexibly again.

We sit down and look at where they've actually been targeting.

Every time, without exception, the answer is the same.

They've been fishing in the wrong rivers. 

Drawing conclusions about the entire ocean from it.

The moment we realign the target, the sectors, the role types, the companies that are actively leading with flexibility as a competitive advantage right now, the search changes. 

The conversations start. 

The timeline shortens.

Because the problem was never their experience.

It was never their skills, their salary expectations, or their Resume.

It was an aim.

And every month spent aiming at the wrong industries isn't just frustrating, it's expensive. 

Genuinely, financially expensive. 

Weeks of searching that don't have to be weeks at all, if you know where to point the effort.

If you've been at this for a while and the results don't match what you know you're worth, DM me "BENCHMARK" and let's look at where you're actually targeting.

AI can do your job. It cannot do you.

Most professionals don't know what that distinction is worth yet. That's the problem.

Here's what's actually happening right now. 

20% of companies are restructuring around AI. (Global Future of Work Institute, 2026.) 

And the roles disappearing aren't just the junior ones.

They're the middle ones.

The process owners. 
The coordinators. 

The people hired to manage tasks that a $20/month tool handles overnight.

If your value lives in what you execute, that's a genuinely scary place to be right now.

But if your value lives in how you think, lead, and communicate when things get hard?

That's a different conversation entirely.

Every senior leader I speak to says the same thing. 

They're not struggling to find people who can use AI. 

They're struggling to find people who can lead a team through a crisis. 

Hold a room. 

Make a judgment call when the data isn't giving them a clean answer.

AI writes the report. It can't read the room. 

It analyses the data. It can't earn the trust of a team that's scared. 

It generates the strategy. It can't make people believe in it.

That's you. If you've built those skills.

And honestly, most people have. 

They just can't articulate them, not in interviews, not in the boardroom, not in a salary conversation. 

That's where the opportunity gets lost.

That's the entire foundation of my 12-week coaching program.

Not AI tools. Not resume tweaks. 

We build what I call your High-Human-IQ, the judgment, emotional intelligence, and communication skills that make organisations fight to keep you. 

Then we make sure everyone can see it.

If you're sitting in a role right now, wondering how long it's safe, stop wondering. 

DM me "edge." Let's get you somewhere solid.

taplio

The Battle

Tim Hagen

Robyn Ireland

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