Taylor-Klaus built her career after struggling to find support as a parent of three neurodivergent kids, later discovering her own ADHD diagnosis in her forties. She explains why she estimates a large share of the population experiences neurodivergence at some point, why standard tools like SMART goals fail many people, and why simple workplace accommodations, like access to a quiet room, can change an employee’s performance. She also compares parenting to a decades-long onboarding process, built on the same trust and collaboration that make coaching effective.

Guest: Elaine Taylor-Klaus

• LinkedIn
• The Neuro-Informed Institute
• Impact Parents

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Fran represented Academy for Coach Training, one of the first three coach training schools accredited by the ICF. She chaired the Credentialing Development Committee and has served as an assessor since 1997, now working exclusively with MCC candidates.

She tells the story of two competing international coaching associations, PPCA and ICF, who met in a hotel room in Atlanta and chose to merge rather than compete. She explains why assessors concluded the low MCC pass rate pointed to a gap in mentor training rather than a gap in coach ability. Steve Jeffs draws the line clearly. Competence marks a floor to build on, not a ceiling to stop at.

Guest: Fran Fisher

• LinkedIn
• Fran Fisher

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Colin Scotland lectured in marketing for the CIM in the UK, built and lost a multi-seven-figure business, then rebuilt a six-figure coaching practice. Today he heads the AI for Coaches mentorship at coaching.com.

Three ideas anchor the conversation. Colin argues for context engineering: writing down your values, strengths, weaknesses, and purpose so AI stops guessing. He explains the move to operational AI, where the tool runs background agents to complete real goals like client acquisition. And he warns leaders against both extremes, the reckless rollout that leaks data and the outright ban that breeds shadow AI, in favor of proper setup and dedicated learning time.

Guest: Colin Scotland

• LinkedIn
• Colin

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Elle spent years building scaling and partnership strategy for tech companies including Microsoft, Cisco, and Equinix before moving into business coaching. Three ideas stand out from the conversation. First, your qualification is the delivery, not the solution, so a coach who treats coaching as the whole business stays the bottleneck. Second, moving trust from yourself into the business turns a job into a sellable asset with IP, goodwill, and a repeatable method. Third, partnering outward grows one narrow niche into a full ecosystem clients return to.

Guest: Elle Oren

• LinkedIn
• Elle Oren

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Paul shares how he parachuted into a failing operation in India as the first non-Indian leader of an organization of around 75,000 people. Instead of posing as the person with answers, he met 150 front-line staff and asked three questions: why did you join, why do you stay, and what one thing would you change. The exercise led him to a single belief he now teaches: the answers are in the room.

The conversation also covers the power of “What if” as a tool for bold change, the advantage an outsider holds when asking basic questions, and his E5 Movement model of leadership: envision, express, excite, enable, execute.

Guest: Paul Dupuis

• LinkedIn
• Take-5 Global

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Trudy makes a direct case: a book, a podcast appearance, or a TV interview works as a front end, and most experts forget the back end. A proper website, a CRM, a landing page, and repeated touch points across platforms turn attention into relationships you own.

She also explains how algorithms decide who to recommend. Relevance, recency, and repetition matter more than credentials, and your name and description need to match across every platform so the machine reads you as one person.

For coaches and business owners who feel invisible despite real expertise, this conversation offers a clear starting point: own your ecosystem, then build outward.

Guest: Dr. Trudy Beerman

• LinkedIn
• Dr. Trudy Beerman

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Hosts Dr. Steve Jeffs and Erwin de Grave guide the discussion through Brooke’s path: from recovery and life coaching in 2018, to a six-figure business in 18 months, to mentoring new coaches today. She breaks down the contrast between coaching, which draws out what the client needs, and marketing, which tells people what they want. She also shares the three questions behind a strong personal brand and reframes the painful early stage as the entry fee every coach pays.

Whether you are a new coach or an experienced one ready to grow, this episode gives you a practical map for the business side of the work.

Guest: Brooke Summer Adams

• LinkedIn
• Instagram
• The Coaches Coach

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Cynthia oversees leader selection, training, and development at CTI today. The conversation explores three ideas worth sitting with. First, presence and honest curiosity matter more than having the right answer, whether you lead, coach, or train. Second, humans find it hard to be curious about themselves because we assume our way of seeing life makes sense. Third, AI handles transactional work, while human coaches hold the space for blind spots, authenticity, and depth.

Cynthia also discusses her book Meet Your Inside Team, which applies relationship coaching to the internal voices clients bring to sessions.

Guest: Cynthia Loy Darst

• LinkedIn
• Team Darst

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Hosts Dr. Steve Jeffs and Erwin de Grave explore Gaby’s framework for the conversations most teams avoid, the ones that take real courage to have. Gaby shares why holding these conversations when issues are still small prevents far harder problems down the road, and how a $2 billion company closed a 25% sales gap in four months by focusing on human connection rather than tactics.

You will also hear Gaby’s perspective on AI as thought partner, the foundational knowledge today’s learners need, and why agency, the recognition that you have power to choose, sits beneath every meaningful shift.

Guest: Gaby Jordan

• LinkedIn
• Source Elements Group

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Three insights from this episode stand out for coaching professionals:

First, environmental design beats instruction in many situations. Simon shows how “design the space, set two or three rules, then step back” produces faster learning than directive teaching.

Second, the tension between development and performance is a leadership choice, not a binary. Holding both, and being explicit with your stakeholders about which one you prioritise and when, builds trust and alignment.

Third, consistency of practice outperforms peak-chasing. The conditions you set for showing up day after day matter more than any single big moment.

Guest: Simon Harling

• LinkedIn
• Simon Harling Blog

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